<p>Sustainability practices are an evolving area that underpins the effective implementation of organizational sustainability initiatives. Utilizing ability-motivation-opportunity (AMO) theory, the objectives of the study are (a) to examine the impact of sustainable HR practices on organizational performance along with the mediating role of employee green behaviour and organizational rationale for sustainability and (b) to assess the moderating role of resource commitment in the association between sustainability HR practices, employee green behaviour, organizational rationale for sustainability, and organizational performance. Data were collected from employees in small- to medium-sized enterprises (SMEs) in India using a purposive sampling method and were analyzed using PLS-SEM v3.0 based on (<i>n</i> = 287) responses. The results revealed that sustainability HR practices are positively associated with employee green behaviour, the organizational rationale for sustainability, and organizational performance. Moreover, employee green behaviour positively affects organizational performance. Furthermore, employee green behaviour and organizational rational for sustainability mediates between sustainability HR practices and organizational performance. In addition to this, resource commitment positively moderates sustainability HR practices and employee green behaviour organizational rationale for sustainability. The present study provides an essential theoretical and practical implications regarding sustainability practices, employee green behaviour and organizational performance. This study relies on self-reported data in an Indian setting; future studies may focus on experimental methods along with different cultural contexts.</p>