Green Human Resource Management and Employee Green Behaviour: Participation and Involvement, and Training and Development as Moderators

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2023-01-20 DOI:10.1177/23220937221144361

Udhayageetha Veerasamy, Michael Sammanasu Joseph, Satyanarayana Parayitam

{"title":"Green Human Resource Management and Employee Green Behaviour: Participation and Involvement, and Training and Development as Moderators","authors":"Udhayageetha Veerasamy, Michael Sammanasu Joseph, Satyanarayana Parayitam","doi":"10.1177/23220937221144361","DOIUrl":null,"url":null,"abstract":"The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.4000,"publicationDate":"2023-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"6","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/23220937221144361","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 6

Abstract

The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.

查看原文本刊更多论文

绿色人力资源管理与员工绿色行为:参与与投入、培训与发展为调节因素

本研究旨在探讨绿色人力资源管理（GHRM）实践对员工绿色行为（EGB）的影响。我们在南亚次大陆的一个国家印度的背景下进行了这项研究。首先，我们开发了一个基于能力、动机和机会（AMO）框架和社会认同理论（SIT）的概念模型。然后，我们用从印度南部高等教育机构191名教职员工那里收集的数据对该模型进行了测试。我们首先检查了该仪器的心理测量特性，并使用层次回归对假设进行了检验。研究结果表明：（a）绿色招聘策略、绿色制度倡议和绿色绩效管理与评估对EGB产生了积极影响；（b）EGB与员工绿色薪酬（EGCR）呈正相关。研究结果还表明，员工绿色参与和参与（EGPI）和员工绿色培训与发展（EGTD）调节了GRS、GII、GPMA和EGB之间的关系。这种动机源于当今组织需要关注绿色环境并为可持续发展做出贡献。GHRM实践在激励员工表现出绿色行为方面的作用得到了强调。讨论了GHRM对理论和实践的启示。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.