The Continuous Mediating Effects of GHRM on Employees’ Green Passion via Transformational Leadership and Green Creativity

By Jianfeng Jia, Huanxin Liu, Tachia Chin, Dongqing Hu. Sustainability, 2018

308 citations recorded by the source corpus.

Responding to environmental challenges is a new manifestation of innovation for organizations, which enables firms to gain competitive advantages by conducting innovative activities for not only themselves, but also for the whole society. In this context, much attention has been paid to “green creativity.” However, few studies have explored the impact of green creativity from the perspective of interactions between individuals and organizational contexts. Therefore, we aimed to explain the variance in employees’ green creativity by examining three factors outside the organizational context: transformational leadership, green human resource management (GHRM), and individual factors including employees’ green passion. Drawing from the ability–motivation–opportunity theory, we found that transformational leaders can inspire employees’ green passion through influencing GHRM, and ultimately positively affect employees’ green creativity. Data collected from two sources (employees and human resources managers) in medical firms in northeast China at two time points demonstrated the important effects of transformational leadership, GHRM, and employees’ green passion on green creativity, thus offering new theoretical insights and practical suggestions.

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

View Paper: https://www.semanticscholar.org/paper/85837defe080e66bc35fbe76225a5a79b0fe8695

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Citations in the corpus

Impact of Green Training on Environmental Performance through Mediating Role of Competencies and Motivation (2021, background): “Other researchers have also acknowledged the importance of green training for achieving an effective environmental performance [17,47,70].”
Do green human resource management and self-efficacy facilitate green creativity? A study of luxury hotels and resorts (2021, unknown): “literature, which has largely confined itself to validating the association of HRM and organizational creativity (Jia et al., 2018; Ogbeibu et al., 2020) while leaving the connection”
Green inclusive leadership and green creativity in the tourism and hospitality sector: serial mediation of green psychological climate and work engagement (2021, methodology): “…innovation requires green creativity (GCRT), which, in turn, can be achieved when the leadership team develops and transmits green policies and procedures to their employees that can foster their innovativeness in a pro-environmental manner (Jia et al., 2018; Li et al., 2020; Mittal & Dhar, 2016).”
A Conceptual Model for Green Human Resource Management: Indicators, Differential Pathways, and Multiple Pro-Environmental Outcomes (2020, background): “Green training enables employees to have a full understanding of the significance of environmental protection and increase their environmental sensitivity and encourages them to display PEBs [64,65].”