Do green HRM practices influence employees' environmental performance?

By Zahid Hameed, I. Khan, Tahir Islam, Zaryab Sheikh, Rana Muhammad Naeem. International journal of manpower, 2020

427 citations recorded by the source corpus.

PurposeRecent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on OCBE.Design/methodology/approachUsing a paper–pencil survey, we collected multisource data from 365 employees and their immediate supervisors from Pakistan.FindingsThe results of structural regression revealed that GHRM has a significant indirect effect on OCBE through green employee empowerment. The results also indicated that individual green values moderated the positive relationship between green employee empowerment and OCBE.Practical implicationsOrganizations should appropriately appraise workers’ green behavior and align their behavior to pay and promotion. Organizations should also encourage and motivate employees to be engaged in green activities and contribute to environmental management.Originality/valueThis study suggests that green employee empowerment and individual green values are important factors that influence the relationship between GHRM and employees' OCBE, and it empirically analyzes these proposed relationships in a developing country context.

Subfields: Management, Monitoring, Policy and Law, Marketing, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/082bd9307329811bf2662ead05009e8efecacc87

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management, Monitoring, Policy and Law

1. S. Haider
2. Eiad Yafi
3. Shehnaz Tehseen

In Marketing

1. S. Haider
2. Eiad Yafi
3. Shehnaz Tehseen

In Strategy and Management

1. Feng Wei
2. S. Haider
3. Eiad Yafi
4. Shehnaz Tehseen

Citations in the corpus

• Green HRM and psychological safety: how transformational leadership drives follower’s job satisfaction (2020, background): “Prior research examining the effect of GHRM practices at work is scant besides there are growing calls for investigating the role of GHRM practices on both green and non-green behaviour at work (Hameed et al., 2020; Jackson & Seo, 2010; Järlström et al., 2018; Ren et al., 2018; Umrani et al., 2020).”
• Impact of Green Training on Environmental Performance through Mediating Role of Competencies and Motivation (2021, background): “According to the RBV theory, there is a clear link between green human resource management and environmental performance [28,29].”