scholarly journals Effect of Employees’ Perceived Green HRM on Their Workplace Green Behaviors in Oil and Mining Industries: Based on Cognitive-Affective System Theory

2021 ◽  
Vol 18 (8) ◽  
pp. 4056
Author(s):  
Silu Chen ◽  
Wanxing Jiang ◽  
Xin Li ◽  
Han Gao
Keyword(s):  
System Theory ◽  
Human Resource ◽  
Mining Industry ◽  
Psychological Climate ◽  
Psychological Processes ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Relationship ◽  
Shed Light ◽  
Affective System

Drawing on cognitive-affective system theory, this study proposes that employees’ perceived green human resource management (HRM) influences employees’ workplace green behaviors through two psychological processes: the cognitive and the affective route. By analysing 358 questionnaires collected from Chinese firms in the oil and mining industry, we obtain evidence in support of our predictions, finding that employees’ perceived green HRM positively impacts their voluntary workplace green behaviors and green creativity. Additionally, green psychological climate and harmonious environmental passion are found to partially mediate the relationship between employees’ perceived green HRM and voluntary workplace green behavior while harmonious environmental passion is found to fully mediate the relationship between perceived green HRM and green creativity. These findings shed light on the importance of green HRM in shaping employees’ proactive workplace green behaviors and uncover how green HRM transforms employees’ cognitive, affective, and motivational (CAM) factors into green actions.

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 The role of green human resource management in creating green supply chain culture in a service industry

2021 ◽  
Vol 9 (4) ◽  
pp. 973-982
Author(s):  
Aan Khurosani ◽  
Hayati Nupus ◽  
Gerry Ganika
Keyword(s):  
Organizational Culture ◽  
Supply Chain ◽  
Work Environment ◽  
Human Resource ◽  
Chain Analysis ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
Supply Chain Analysis ◽  
The Relationship

This article investigates the supply chain analysis of the role of green human resource management including green behavior on the green work environment by emphasizing on the effect of direct supply chain analysis relation to green organizational culture and moderation of individual green values. This type of research is quantitative research. Primary data obtained from questionnaires distributed to 145 respondents. The collected data were analyzed using SEM-PLS (Structural Equation Model- Pear Least Square). Green organizational culture has a positive but insignificant effect on the work environment, green organizational culture has a positive and significant effect on green behavior, green behavior has a positive and significant effect on the green work environment, individual green values have a positive and significant effect on green work environments, green values individuals do not moderate the relationship between green organizational culture and green work environment, green behavior mediates the relationship between green organizational culture and green work environment. This research provides insight to leaders that to create a green work supply chain environment requires the role of green behavior as an intervening variable. However, the finding does not show the effect of individual green values as a moderating variable, so that green organizational culture can affect the green work supply chain environment. The existence of a green behavior variable that mediates the relationship between green organizational culture and green work environment is the originality of this study.

scholarly journals Linking Green Human Resource Practices and Environmental Economics Performance: The Role of Green Economic Organizational Culture and Green Psychological Climate

2021 ◽  
Vol 18 (20) ◽  
pp. 10953
Author(s):  
Syed Mehmood Ali Shah ◽  
Yang Jiang ◽  
Hao Wu ◽  
Zahoor Ahmed ◽  
Irfan Ullah ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Environmental Efficiency ◽  
Psychological Climate ◽  
Green Human Resource Management ◽  
The Relationship

An eco-friendly environment with green strategies can help to achieve better environmental performance. However, literature on the relationship between green human resource management practices (GHRMP) and sustainable environmental efficiency (SEF) is limited. Moreover, there is limited knowledge about the factors that could mediate the relationship between GHRMP and SEF. Therefore, the present study examines the impact of green human resource management practices mediating through green psychological climate (GPC) and green organizational culture (GOC) for better environmental efficacy. For this purpose, the primary data on variables are collected by using structured assessment tools and analyzed through regression models. Unlike previous studies, this study adopts a mediation model and unfolds not only the role of green human resource practices in psychological climate and green organizational culture but also clarifies the mediating role of GPC and GOC in sustainable environmental efficiency. The findings unfolded that ecological factors such as green psychological climate, green organizational culture, and sustainable environmental efficiency are positively affected by green human resources management. In addition, green organizational culture and green psychological climate positively mediate the relationship between GHRMP and SEF. This study recommends adopting green human resource management strategies and increasing technical innovations to improve sustainability and economic performance.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

Exploring the impact of green human resource management on environmental performance: the roles of perceived organizational support and innovative environmental behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sabeen Hussain Bhatti ◽  
Farida Saleem ◽  
Ghulam Murtaza ◽  
Tazeem Ul Haq
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Organizational Support ◽  
Environmental Performance ◽  
Oil And Gas ◽  
Mediation Model ◽  
Content Type ◽  
Serial Mediation ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThis paper aims to explore the relationship between green human resource management (GHRM) practices and the environmental performance (EP) of firms belonging to industries that may lean toward environmental pollution (e.g. oil and gas). The authors propose a holistic (serial mediation) model based on the ability-motivation-opportunity (AMO) theory and the social exchange theory (SET) and integrate organizational, i.e. perceived organizational support (POS), and individual, i.e. innovative environmental behavior (IEB), factors as explanatory mechanisms. The authors then test the model in a developing country context.Design/methodology/approachData were collected from white collar workers in the oil and gas industry in Pakistan. A structural equation modeling (SEM) technique and the PROCESS model 6 were used to analyze the hypothesized serial mediation model.FindingsThe authors found support for the fully meditating serial mediation model. Although the direct effects of GHRM and EP were insignificant, the total effects and indirect effects through POS and IEB were significant. Similarly, the research also found support for organizational and individual factors as explanatory mechanisms in the relationship between GHRM and EP.Originality/valueThis research adds to the existing literature on GHRM and the corporate EP link through proposing and testing a model of the mediating effects of POS and IEB. Furthermore, it provides empirical evidence of this model in the oil and gas sector using an Asian developing country as the context of study.

scholarly journals Impact of Green Human Resource Management on Service Recovery: Mediating Role of Environmental Commitment and Moderation of Transformational Leadership

2021 ◽  
Vol 12 ◽  
Author(s):  
Umer Iftikhar ◽  
Khansa Zaman ◽  
Mahmood Rehmani ◽  
Wajeeha Ghias ◽  
Tahir Islam
Keyword(s):  
Transformational Leadership ◽  
Human Resource ◽  
Leadership Style ◽  
Service Recovery ◽  
Hotel Industry ◽  
Environmental Commitment ◽  
Hrm Practices ◽  
Transformational Leadership Style ◽  
Green Human Resource Management ◽  
The Relationship

Greening of the hotel industry can be achieved through employees' green service recovery performance (GSRP) of employees to determine environment-friendly or unfriendly issues driven by environmental commitment and green human resource management (HRM) practices. This article attempts to resolve the research problem by analyzing the moderating effect of transformational leadership style on green HRM practices with employee environmental commitment (EEC) and GSRP in the hotel industry. The present study recruited 489 front-line employees (FLE) and their 24 direct managers. The research results reveal that environmental commitment of employee mediates the relationship between green HRM practices and GSRP. Moreover, the transformational leadership style moderates the relationship between green HRM practices and employee environmental commitment in the hotel industry. The study has critical insights and implications for hotel managers and theory.

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