Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

Purpose Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach Time-lagged and multisource data were collected from employee–coworker dyads ( n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.