Mediation of psychological ownership between green human resources management and nursing faculty's green behavior

Abstract

BackgroundGreening organizations have become a top priority for decision‐makers in the 21st century. Psychological ownership can be improved through responsible administration, which, in turn, improves green behavior.AimInvestigating the mediating role of psychological ownership in the relationship between green human resources management (HRM) and green behavior among nursing faculty.Design and methodA correlational analytical research design was utilized to conduct the study following the STROBE guidelines. A convenience sample of 204 academic staff was used. Four data collection tools were used: sociodemographic characteristics, the green HRM questionnaire, the Psychological Ownership Scale, and the Green Behaviour Scale.ResultsFaculty members who perceive strong green HRM practices are more likely to have heightened psychological ownership, positively influencing their engagement in green behavior. Conversely, weaker perceptions of green HRM are associated with lower levels of green behavior. Psychological ownership was found to act as a partial mediator between green HRM and green behavior. Even when considering the influence of psychological ownership, green HRM has a significant and direct impact on green behavior.ConclusionFaculty members who perceive a high level of green HRM practices are more likely to have a high level of psychological ownership that, in turn, influences their green behavior.Implications for nursing and health policyWorkshops on psychological ownership and green behavior can foster environmental sustainability. Policies should integrate green HRM practices into nursing education and healthcare facilities, recognizing psychological ownership's role. Incentivizing green initiatives can motivate staff, aligning with broader conservation goals. Encouraging an ethos of environmental stewardship benefits both the healthcare and sustainable development agendas.