Green human resource management practices and employee green behavior

被引：7

作者：

Veerasamy, Udhayageetha ^{[1
]}

Joseph, Michael Sammanasu ^{[1
]}

Parayitam, Satyanarayana ^{[2
]}

机构：

[1] Bharathidasan Univ, St Josephs Coll Autonomous, Dept Management Studies, Tiruchirappalli, India

[2] Univ Massachusetts Dartmouth, Charlton Coll Business, Dept Management & Mkt, N Dartmouth, MA 02747 USA

来源：

JOURNAL OF ENVIRONMENTAL PLANNING AND MANAGEMENT | 2024年 / 67卷 / 12期

关键词：

Green Human Resource Management; green recruitment strategies; green institutional initiatives; green training and development; green performance appraisal and management; PRO-ENVIRONMENTAL BEHAVIORS; CORPORATE SOCIAL-RESPONSIBILITY; HRM; SUSTAINABILITY; PERFORMANCE; IMPACT; WORKPLACE; CONTEXT; ENGAGEMENT; INTENTION;

D O I：

10.1080/09640568.2023.2205005

中图分类号：

F0 [经济学]; F1 [世界各国经济概况、经济史、经济地理]; C [社会科学总论];

学科分类号：

0201 ; 020105 ; 03 ; 0303 ;

摘要：

This research explores the effect of green human resource management (GHRM) practices on employee green behavior (EGB). A conceptual model involving two double-moderations is developed and tested with the data collected from 397 respondents from various industries in India. Hayes's PROCESS macros were used in testing the hypotheses. Consistent with the Ability-Motivation-Opportunity (AMO) and Social Identity Theory (SIT), the green recruitment strategies (GRS) and green institutional initiatives (GII) positively predict EGB. The results indicate that the significant three-way interaction between GRS, employee green training and development (E-GTD), and employee green participation and involvement (E-GPI) influenced EGB. The findings also suggest that the three-way interaction between GII, employee green performance management, appraisal (E-GPMA), employee green compensation, and rewards (E-GCR) influencing the EGB was significant. The implications for green human resource management (G-HRM) and sustainability are discussed.

引用

页码：2810 / 2836

页数：27

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