Green human resource management and sustainable development performance: organizational ambidexterity and the role of responsible leadership

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Asia Pacific Journal of Human Resources Pub Date : 2023-10-04 DOI:10.1111/1744-7941.12391

Fuqiang Zhao, Longdong Wang, Yun Chen, Wei Hu, Hanqiu Zhu

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引用次数: 0

Abstract

Enterprise green human resource management (GHRM) strives to foster harmonious development among employees and the environment and among employees and the organization, as well as between employees and stakeholders, by stimulating individuals' green behavior, thereby enhancing the sustainable development performance of the enterprise. Based on the questionnaire data of 452 large enterprises in Beijing, Shanghai and Wuhan, China, from September 2021 to July 2022, and based on the optimal distinctiveness theory and stakeholder theory, this article examined the mediation mechanism and boundary conditions between GHRM and sustainable development performance of enterprises from the perspective of organizational ambidexterity. The results showed that 1) GHRM positively affected organizational ambidexterity and sustainable development performance; 2) organizational ambidexterity mediated the relationship between GHRM and sustainable development performance; 3) responsible leadership moderated the direct effect of GHRM on organizational ambidexterity; and 4) responsible leadership moderated the indirect effect of GHRM on sustainable development performance through organizational ambidexterity. At the organizational level, this study reveals the impact mechanism of GHRM on sustainable development performance and determines the boundary conditions of the impact.

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绿色人力资源管理和可持续发展绩效：组织的灵活性和负责任领导的作用

企业绿色人力资源管理（GHRM）旨在通过激发个体的绿色行为，促进员工与环境、员工与组织、员工与利益相关者之间的和谐发展，从而提升企业的可持续发展绩效。本文基于2021年9月至2022年7月对中国北京、上海和武汉三地452家大型企业的问卷调查数据，以最优独特性理论和利益相关者理论为基础，从组织灵敏性的角度考察了GHRM与企业可持续发展绩效之间的中介机制和边界条件。研究结果表明：1）全球人力资源管理对组织灵活性和可持续发展绩效产生正向影响；2）组织灵活性对全球人力资源管理和可持续发展绩效之间的关系起中介作用；3）责任型领导调节了全球人力资源管理对组织灵活性的直接影响；4）责任型领导通过组织灵活性调节了全球人力资源管理对可持续发展绩效的间接影响。本研究从组织层面揭示了全球人力资源管理对可持续发展绩效的影响机制，并确定了影响的边界条件。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Asia Pacific Journal of Human Resources Multiple-

CiteScore

7.20

自引率

9.40%

发文量

期刊介绍： The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.