Today, achieving sustainable organizational performance with the dimensions of economic, social and environmental responsibilities is of special importance for every organization. Therefore, the aim of this research is to measure the impact of green human resource management and green intellectual capital on sustainable performance. In terms of paradigm, this research is a proof-oriented research; From the point of view, practical; In terms of data collection method, it is survey & descriptive and correlation type. The statistical population of this research includes active petrochemical companies located in Bushehr province and Pars Special Economic Energy Zone, and the questionnaire was distributed among the employees of these companies. The statistical population of the research is unlimited and the statistical sample includes 396 people. The data collection tool was a questionnaire in three sections including green human resource management, green intellectual capital and sustainable performance. The reliability of the research instrument was measured through Cronbach's alpha coefficient. The research findings show that green human resource management has a positive and significant effect on green intellectual capital and sustainable performance in petrochemical companies. Green intellectual capital has a positive and significant effect on sustainable performance. Also, green intellectual capital plays a positive and meaningful mediating role in the relationship between green human resource management and sustainable performance. Considering the research findings, it is suggested that petrochemical companies pay special attention to the implementation of green human resource management and green intellectual capital.

The present study is positivist research in terms of paradigm; deductive in terms of strategy; applied in terms of orientation; descriptive-survey in terms of data collection method; and correlational. The statistical population of the present study includes 60 active petrochemical companies located in Bushehr province and the South Pars Special Economic Zone. Considering the study area, the statistical population was estimated to be unlimited. Considering the unlimitedness of the statistical population of the study and using the Cochran table, 384 people were selected as the statistical sample of the study. In order to increase the reliability of the collected data, 450 questionnaires were distributed among the members of the statistical population; of these, 396 questionnaires were answered in full and were analyzed. The research data collection tool was a standard questionnaire in three sections: green human resource management, green intellectual capital, and sustainable performance. To assess the face and content validity of the questionnaire, the opinions of university professors and petrochemical experts in the field of human resource management were used. In order to ensure the reliability of the questionnaires, Cronbach's alpha coefficient was used. Based on the data collected from 32 initial samples, Cronbach's alpha coefficient for the model variables was calculated to be between 70% and 87%, with the value being higher than 70%.

The present study explains the importance of green human resource management and the role of green intellectual capital on sustainable performance in petrochemical companies. In accordance with previous studies, green human resource management (Musa and Osman, 2020) and green intellectual capital (Randegan and Tehjadi, 2023) are effective in achieving sustainable organizational performance. Green intellectual capital includes technical expertise and intangible knowledge of human resources that exist in an organization and thus affects organizational sustainable performance. Therefore, green intellectual capital plays an important role in the relationship between green human resource management and sustainable organizational performance by injecting knowledge into the shell and veins of the organization and also understanding the importance of the position of organizational intangible resources. According to the statistical analyses, it can be stated with 95% confidence that green human resource management has a positive and significant effect on sustainable performance and green intellectual capital. It should be noted that according to the structural model of the research, green human resource management has the greatest effect on green intellectual capital. Also, with 95% confidence, it was determined that green intellectual capital has a positive and significant mediating role in the relationship between green human resource management and sustainable performance. It is worth noting that the Sobel test was used to calculate the mediating role of green intellectual capital in the relationship between green human resource management and sustainable performance. With regard to this test, it was determined that the indirect effect of green human resource management on sustainable performance is 0.51 and its total effect is 0.64. Also, its significance number was calculated as 4.84.