Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

IF 4.6 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

International Journal of Manpower Pub Date : 2023-11-02 DOI:10.1108/ijm-09-2022-0445

Rimsha Iqbal, Khurram Shahzad, Richa Chaudhary

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引用次数: 0

Abstract

Purpose Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach Time-lagged and multisource data were collected from employee–coworker dyads ( n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

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绿色人力资源管理实践作为提升员工环境成果的战略选择:情感事件理论视角

目的运用情感事件理论(AET)，研究绿色人力资源管理实践如何通过和谐环境激情(HEP)的中介作用影响员工的环境承诺(EEC)和组织环境公民行为(OCBE)。设计/方法/方法从在制造公司工作的员工-同事二组(n = 231)中收集时滞和多源数据。采用偏最小二乘(PLS)结构方程建模(SEM)技术对数据进行分析。结果表明，GHRM实践对EEC和OCBE均有显著的预测作用。此外，HEP部分介导了GHRM实践与EEC和OCBE的关系。独创性/价值本研究通过AET的连贯理论视角，为GHRM实践与绿色员工成果之间的联系提供了新的见解。它强调实施GHRM实践作为一种战略选择有助于唤起员工的HEP，这是员工的环保态度和行为的重要决定因素。

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来源期刊

International Journal of Manpower Multiple-

CiteScore

8.40

自引率

11.40%

发文量

期刊介绍： ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment