<![CDATA[Increasing environmental regulatory pressures, stakeholder demands, and global commitments to the Sustainable Development Goals have prompted organizations to integrate ecological dimensions into all management functions, including human resource management. Green Human Resource Management (GHRM) has emerged as a strategic approach that aligns recruitment, training, performance appraisal, and reward systems with organizational sustainability goals. This article aims to conceptually examine how these practices contribute to organizational sustainability through a narrative thematic analysis of current literature, intentionally avoiding a systematic literature review. The study was conducted by identifying themes, synthesizing findings across studies, and then developing a conceptual framework linking green HR practices, employee green behavior, green organizational culture, sustainable leadership, and organizational environmental performance. The results show that these practices contribute to organizational sustainability through three main pathways: improving environmental performance, strengthening employee affective commitment, and creating green innovation. The article's novelty lies in the integration of the perspectives of human resource digitalization and environmental, social, and corporate governance into a conventional framework that has rarely been discussed in an integrated manner within a single model. Theoretical and practical implications and future research directions are also briefly discussed at the end of the article.]]>
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