Green Human Resource Management and Pro-Environmental Behaviour: Effect of Green Organizational Identity and Green Shared Vision

Abstract

. Connecting pro-environmental behaviour (PEB) with green human resource management (GHRM), especially in hospitals, is becoming a new research interest. Previous research has called for a comprehensive theoretical framework linking the GHRM principles with the attitudes and behaviors underping pro-environmental conduct. This study replies to those calls and also provides pioneering inputs as there is a lack of studies in the green HRM field, especially in Vietnam's health sector. Utilizing the Ability-Motivation-Opportunity theory (AMO), this study developed and tested a moderated mediation model that investigated the impact of GHRM on employees' environmental behavior by relating it to the Green Organizational Identity (GOI) mediated effects and the regulatory impact of Green Share Vision (GSV) in business. Data from a sample collected from 80 hospitals with 696 self-administered questionnaires were obtained and employed structural equation modeling with SPSS version 20 and AMOS version 20 software. Results reveal that GHRM positively impacts GOI and PEB, and GOI acts as a mediator between GHRM and PEB, alongside the mediation effect of GSV between these two variables. The results have also found that GHRM moderates PEB when the GSV is moderated within the new model accepted. The study offers several managerial implications as a final contribution to assisting managers and policymakers in developing effective GHRM and PEB policies.