Green HRM practices and corporate sustainability performance

IF 4.1 3区 管理学 Q2 BUSINESS
Murad Ali, Muhammad Shujahat, Noureen Fatima, Ana Beatriz Lopes de Sousa Jabbour, Tan Vo-Thanh, Mohammad Asif Salam, Hengky Latan
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引用次数: 0

Abstract

Purpose

The existing literature indicates that the ultimate purpose of green human resource management (GHRM) practices is to enhance sustainable corporate performance by shaping employees’ green behaviors. In this vein, we argue that green organizational culture and employee existing pro-environmental behaviors are the important factors or channels through which GHRM practices shape green employee behaviors for sustainable corporate performance. Consequently, we draw on the ability, motivation, and opportunity (AMO) framework to examine how firms’ GHRM practices indirectly shape employee green behavior for sustainable corporate performance by cultivating and reinforcing green organizational culture under the boundary condition of high employee pro-environmental behavior.

Design/methodology/approach

This study uses multi-source, dyadic, and time-lagged data collected from green HR managers and employees in 242 ISO-14001-certified green firms in the Kingdom of Saudi Arabia. The study applies structural equation modeling through LISREL 12 software for testing of hypotheses.

Findings

The findings support the postulation that GHRM practices, directly and indirectly, shape employee green behaviors for sustainable performance. GHRM practices indirectly enhance employee green behaviors for sustainable performance by cultivating and fostering the green organizational culture in the presence of high pro-environmental behavior.

Practical implications

This study outlines theoretical and practical implications on how HRM managers require an established green organizational culture and employee pro-environmental behaviors to effectively direct GHRM for enhanced sustainable corporate performance. HRM managers should make use of appropriate interventions, including but not limited to GHRM practices, to foster a green organizational culture and employee pro-environmental behaviors.

Originality/value

This is an original study that outlines the importance of alignment between Green HRM practices and employee pro-environmental behaviors towards shaping green organizational culture and employee behaviors for corporate sustainability. The study demonstrates how GHRM practices enhance sustainable corporate performance through sequential mediations of green organizational culture and employee green behaviors, and under the boundary condition of pro-environmental behavior.

绿色人力资源管理实践与企业可持续发展绩效
目的现有文献表明,绿色人力资源管理(GHRM)实践的最终目的是通过塑造员工的绿色行为来提高企业的可持续绩效。因此,我们认为,绿色组织文化和员工现有的亲环境行为是绿色人力资源管理实践塑造员工绿色行为以提高企业可持续绩效的重要因素或渠道。因此,我们借鉴能力、动机和机会(AMO)框架,研究在员工亲环境行为较高的边界条件下,企业的 GHRM 实践如何通过培养和强化绿色组织文化,间接塑造员工的绿色行为,以实现企业的可持续绩效。研究通过 LISREL 12 软件进行结构方程建模,对假设进行检验。研究结果研究结果支持这样的假设,即 GHRM 实践直接或间接地塑造了员工的绿色行为,以实现可持续绩效。本研究概述了人力资源管理经理如何通过建立绿色组织文化和员工环保行为来有效指导人力资源管理以提高企业可持续绩效的理论和实践意义。人力资源管理经理应利用适当的干预措施,包括但不限于全球人力资源管理实践,来培养绿色组织文化和员工亲环境行为。 原创性/价值这是一项原创性研究,概述了绿色人力资源管理实践与员工亲环境行为之间的一致性对于塑造绿色组织文化和员工行为以促进企业可持续发展的重要性。研究表明,在亲环境行为的边界条件下,绿色人力资源管理实践如何通过绿色组织文化和员工绿色行为的连续中介作用提高企业的可持续绩效。
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
CiteScore
8.20
自引率
8.70%
发文量
126
期刊介绍: ■In-depth studies of major issues ■Operations management ■Financial management ■Motivation ■Entrepreneurship ■Problem solving and proactivity ■Serious management argument ■Strategy and policy issues ■Tactics for turning around company crises Management Decision, considered by many to be the best publication in its field, consistently offers thoughtful and provocative insights into current management practice. As such, its high calibre contributions from leading management philosophers and practitioners make it an invaluable resource in the aggressive and demanding trading climate of the Twenty-First Century.
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