Green Human Resource Management and Employee Green Behavior: An Empirical Analysis

2019 ◽  
Vol 27 (2) ◽  
pp. 630-641 ◽  
Author(s):  
Richa Chaudhary
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Empirical Analysis ◽  
Green Behavior ◽  
Green Human Resource Management

scholarly journals The Influence of Green Human Resource Management on Employee Green Behavior—A Study on the Mediating Effect of Environmental Belief and Green Organizational Identity

2021 ◽  
Vol 13 (8) ◽  
pp. 4544
Author(s):  
Jian Zhu ◽  
Weihang Tang ◽  
Hui Wang ◽  
Yuye Chen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Identity ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Future Research ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Impact

Ecological environment issues put forward higher requirements for enterprises to assume environmental responsibilities, and stimulating employee green behavior (EGB) to practice the concept of green development is of great significance. EGB has become the focus of academic attention. EGB is divided into voluntary green behavior (VGB) and task-related green behavior (TGB). However, existing studies have not distinguished the impact mechanism of green human resource management (GHRM) on employee VGB and TGB. Based on self-determination theory and social identity theory, this study discusses how GHRM affects VGB and TGB. This study used a questionnaire survey and collected valid data of 228 employees from manufacturing enterprises in China for empirical analysis. Results show that GHRM positively affects VGB and TGB, environmental belief (EB) mediates the positive relationship between GHRM and VGB, and green organizational identity (GOI) mediates the positive relationship between GHRM and TGB. Theoretical contributions, practical implications, and future research are also discussed.

scholarly journals Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402098229
Author(s):  
Olawole Fawehinmi ◽  
M. Y. Yusliza ◽  
Wan Zulkifli Wan Kasim ◽  
Zaleha Mohamad ◽  
Muhammad Abi Sofian Abdul Halim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Significant Relationship ◽  
Mediating Effect ◽  
Moral Norms ◽  
Mediating Role ◽  
Green Behavior ◽  
Green Human Resource Management

The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

scholarly journals Effects of Green Human Resource Management on Employee Green Behavior: Moderating Role of Employee Environmental Knowledge

2021 ◽  
Vol 10 (2) ◽  
pp. 64-80
Author(s):  
Kajol Karmoker ◽  
Farhana Amin Kona ◽  
Amanta Hasnat Oyshi ◽  
Kazi Snigdha Yasmin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Knowledge ◽  
Policy Makers ◽  
Hrm Practices ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
Managerial Level

The study was conducted with an objective of measuring the effects of green human resource management (green HRM) practices on employee on-the-job and off-the-job green behavior within the context of garments industry in Bangladesh. Moreover, the study tested the moderating effects of employee environmental knowledge on the relationship between green HRM practices and employee on-the-job and off–the-job green behavior. A self-administered questionnaire survey was conducted in order to collect data from the participants. Two hundred and seventy employees working at the managerial level of garments factories in Bangladesh participated in the survey. Moderated regression analysis was employed to test the proposed research model. The study findings revealed that green HRM practices positively and significantly influenced employee on-the-job and off-the-job green behavior. This findings suggest that employee green behavior displayed both inside and outside the organization stem from the learnings and experiences inside the organization. Employee environmental knowledge was also found to moderate the effects of green HRM practices on employee on-the-job and off-the-job green behavior indicating that green HRM effects are stronger in case of environmentally concerned employees. The study findings provide HR professionals and policy makers with the guidance regarding the promotion of employee green behavior for improving environmental performance.

scholarly journals How Environmental Knowledge and Green Values Affect the Relationship between Green Human Resource Management and Employees’ Green Behavior: From the Perspective of Emission Reduction

Processes ◽  
2021 ◽  
Vol 10 (1) ◽  
pp. 38
Author(s):  
Shaoying Zhu ◽  
Yuxin Wu ◽  
Qian Shen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Psychological Contract ◽  
Environmental Knowledge ◽  
Intermediary Role ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

Green human resource management (GHRM) determines the green behavior practice of employees and affects the social environment and the realization of “Beautiful China” and “Green Development”. In this study, to explore the impact mechanism of GHRM on employees’ green behavior, employees at all levels in an enterprise were selected to be research subjects and a regulated intermediary model was established, based on social exchange theory and the individual-environment matching theory. This paper investigated the enterprise’s GHRM, personal green behavior, relational psychological contract, environmental knowledge and green values. The results show that GHRM has a significant positive predictive effect on employees’ green behavior, the relational psychological contract plays an intermediary role between GHRM and employees’ green behavior and the intermediary role of the relational psychological contract is regulated by environmental knowledge and green values. These research results explain the relationship between GHRM and employees’ green behavior and provide an important basis for enterprises to implement GHRM practice and promote employees’ green behavior.

scholarly journals Green Human Resource Management -Significance of Managerial Support for the Successfulness of Ecological Management

2019 ◽  
Vol 9 (2S2) ◽  
pp. 325-330
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Positive Result ◽  
Human Resource ◽  
Ecological Management ◽  
Green Management ◽  
Climate Conditions ◽  
Managerial Support ◽  
Green Behavior ◽  
Green Human Resource Management

At present the most sensational discussion is about Ecological welfare because of the climate conditions and lot of studies is available in this particular area. The organizations are concentrating on ecological management to fulfill their ecological goal for that they are applying some techniques in their organization. For getting some improvement and positive result on this particular concerns we need to observe the employees green behavior so that this study examines the particular factors relevant to the green management and the important factors to achieve green targets

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

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