<![CDATA[Purpose: This study examines whether green human resource management (GHRM) relates to sustainable organizational performance (SOP) directly and through green innovation (GI) in a cement company in East Java, Indonesia. Method: A survey of 82 employees was analyzed with two-stage PLS-SEM using formative higher-order constructs, path weighting, and 5,000 bootstrap resamples, followed by post hoc sensitivity analyses. Findings: GHRM was strongly related to GI (β = 0.830; 95% CI [0.751, 0.899]). The direct GHRM–SOP path (0.192), the GI–SOP path (0.312), and the indirect effect (0.259) had confidence intervals including zero, whereas the total effect was significant (0.451). The social performance dimension failed reliability and convergent validity criteria (CR = 0.694; AVE = 0.451), and two dimension pairs exceeded the 0.90 HTMT threshold. Mediation depended on model specification. Novelty: The study examines the GHRM–innovation–performance chain with multidimensional performance in an Indonesian cement setting while documenting measurement limits that constrain interpretation.]]>
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