The role of employee environmental commitment in the green HRM practices, turnover intentions and environmental sustainability nexus

IF 4.5 Q1 MANAGEMENT

Benchmarking-An International Journal Pub Date : 2023-08-28 DOI:10.1108/bij-06-2022-0393

A. Suleman, Kwesi Amponsah-Tawiah, Aaron Makafui Ametorwo

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引用次数: 0

Abstract

PurposeThe study sought to examine the mediating effect of employee environmental commitment (EEC) in the relationships between green human resource management practices (Green HRMPs) and environmental sustainability (ES) and employee turnover intentions (ETI).Design/methodology/approachUsing a cross-sectional survey approach, data was sourced from 296 respondents from five manufacturing firms listed on the Ghana Stock Exchange. Data was analysed using descriptive and inferential statistics with the help of Statistical Package for Social Sciences (SPSS) and SmartPLS.FindingsResults showed that EEC had a partial mediation effect on the relationship between Green HRMPs and ES at the organisational level but fully mediated the relationship between Green HRMPs and ETI at the individual level.Practical implicationsIt is evident from the findings that Green HRMPs improve ES and employee stability. Therefore, practitioners and educational institutions should consider integrating environmental concerns into their functional processes and operations. In addition, governments as policymakers should formulate and strengthen the enforcement of already-existing environmental management and sustainability policies that promote the integration of green practices and initiatives in both private and public entities.Originality/valueLittle is known about Green HRM and its effect on organisational and individual-level outcomes, especially in Sub-Saharan Africa. This study presents empirical evidence from an emerging economy.

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员工环境承诺在绿色人力资源管理实践、离职意向和环境可持续性关系中的作用

目的探讨员工环境承诺在绿色人力资源管理实践(green hrps)与环境可持续性(ES)和员工离职意向(ETI)之间的中介作用。设计/方法/方法采用横断面调查方法，数据来自加纳证券交易所上市的五家制造公司的296名受访者。在社会科学统计软件包(SPSS)和SmartPLS的帮助下，使用描述性和推断性统计对数据进行分析。结果表明，EEC在组织层面上对绿色人力资源管理与环境绩效之间的关系具有部分中介作用，但在个体层面上对绿色人力资源管理与环境绩效之间的关系具有完全中介作用。从研究结果可以明显看出，绿色人力资源管理方案提高了企业环境绩效和员工稳定性。因此，从业者和教育机构应考虑将环境问题纳入其功能过程和操作中。此外，作为决策者的各国政府应制定和加强执行现有的环境管理和可持续性政策，促进私营和公共实体的绿色做法和倡议的结合。独创性/价值关于绿色人力资源管理及其对组织和个人层面结果的影响，特别是在撒哈拉以南非洲，人们知之甚少。本研究提供了一个新兴经济体的经验证据。

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

Benchmarking-An International Journal MANAGEMENT-

CiteScore

10.40

自引率

16.10%

发文量

154

期刊介绍： Benchmarking is big news for companies committed to total quality programmes. Its enthusiastic reception by many prominent business figures has created high levels of interest in a technique which promises big rewards for co-operating partners. Yet, like total quality itself, it must be understood in its proper context, and implemented single mindedly if it is to be effective - this journal helps companies to decide if benchmarking is right for them, and shows them how to go about it successfully.