Evidence for Mediating Role of Affective Commitment on Green Human Resource Management and Organisational Citizenship Behaviour

Abstract

Exploring management fields in terms of green policies is essential to create a footprint on today’s global corporate world; it is very important for all staff, employers, stakeholders, and other customers. This work attempts to study the relationship between the management of green human resources and the actions of organisational citizenship with the mediating role of affective commitment. The analysis relied on the emerging theory of abilitymotivation-opportunity (AMO) to use all the green human resource management (GHRM) attributes. Well renowned secondary school of Kathmandu Valley staff participated in the data collection. Three hundred and fifty fully-filled questionnaires were returned through a self-structured sampling tool. Staff having academic qualifications of at least graduate degrees were preferred for better understanding and effective data quality. A widely used PLS-SEM method was applied to analyse small sample-sized studies and ensures the normal distribution of data. The research highlights the GHRM method and its effect on the engagement of workers to their actions in the organisation. In addition, concerning GHRM and organisational citizenship behaviour (OCB), affective commitment (AC) has formed a mediating role. Only secondary schools are included in the study; the outcome is a fruitful review of the effects of GHRM implementation in the education sector. Numerous studies have reconnoitered various variables to link the GHRM with the organisational studies. The complementary partial mediation effect of AC to OCB is an attempt of showing novelty in the field of education sector in the study. The study suggests a globalised study regarding GHRM for future endeavours.

Bring more than green? The impact of green human resource management on hospitality employees' organizational citizenship behaviors

“…Although a few studies have attempted to explore the impact of GHRM by considering all of the employees' OCBs as a whole (Freire & Pieta, 2022;Manita et al, 2021), however, the lack of discussion on the dimensionality of the OCBs has led to unclear results. In other words, this category of research seems to leave employees' OCBs as a "black box", and the question of how GHRM specifically affects employees' OCBs has not been thoroughly answered.…”

“…It has been pointed out in the literature that in terms of employees' extra‐role behaviors, GHRM increases employees' OCBE by promoting positive perceptions, such as employees' perceived organizational support and organizational identification (Chaudhary, 2020; Japir et al, 2023). Although a few studies have attempted to explore the impact of GHRM by considering all of the employees' OCBs as a whole (Freire & Pieta, 2022; Manita et al, 2021), however, the lack of discussion on the dimensionality of the OCBs has led to unclear results. In other words, this category of research seems to leave employees' OCBs as a “black box”, and the question of how GHRM specifically affects employees' OCBs has not been thoroughly answered.…”

“…For example, some literature has confirmed that GHRM has an impact on both green‐related behaviors (such as employees' green creativity (Choudhary & Datta, 2022), pro‐environmental behaviors (Tu et al, 2023) and environmentally oriented organizational citizenship behavior (OCBE) (Pham et al, 2019)) as well as non‐green‐related behaviors (such as employees' counterproductive work behavior (Cao et al, 2023a) and quitting intention (Cao et al, 2023b), etc.). On the one hand, although some scholars have also paid attention to the impact of GHRM on employees' organizational citizenship behavior (OCB) unrelated to green (Freire & Pieta, 2022; Manita et al, 2021), some scholars have pointed out that different psychological perceptions will lead to a greater degree of differences in employees' OCBs in different dimensions, while the abovementioned studies consider employees' OCBs as a whole and do not examine employees' OCBs in different dimensions (Xu et al, 2022). To a certain extent, the lack of examination of different dimensions of OCBs will lead to limitations such as imprecision and lack of practical value of the research results.…”

Correspondence Model of Human Resource Management and Marketing Based on Genetic Algorithm

“…Its main point of view is to regard employees as internal customers, emphasizing employee motivation and employee satisfaction [7]. Manita et al believe that since employees are the key factor in improving service quality, in order to improve service quality, companies need to motivate and satisfy employees, and treating employees as customers is an effective way to improve employee satisfaction [8]. Nayana et al first advocated that enterprises should treat employees as customers and believed that employees are an important market for service enterprises.…”

Cognitive Dissonance of Self-Standards: A Negative Interaction of Green Compensation and Green Training on Employee Pro-Environmental Behavior in China

“…After systematically reviewing GHRM literature, however, we find that researchers either tended to parcel GHRM practices as "the bundle of GHRM practices" or "the GHRM bundle" to explore the overall influence, [17][18][19][20][21][22] or were inclined to examine the effect of single GHRM practice. 10,16,[23][24][25][26][27][28] It is well-established that the functional dimensions of (G)HRM are interrelated with each other to influence employees' (green-related) cognition, attitudes, behavior, and performance. 29 Thus, a research gap exists in the interaction field of GHRM practices.…”