Green Human Resource Management and Employee Green Behavior: An Empirical Analysis

Abstract

This study was conducted with an objective to understand the role of green human resource management (GHRM) in fostering environmental performance of employee. Specifically, it examines the impact of GHRM practices on employee green performance behaviors (task related and voluntary) with organizational identification as a mediator and employee personal environmental values and gender as moderators. Three hundred one employee from automobile sector in India participated in the study. Using cross‐sectional research design, the proposed research model was tested with the help of hierarchical regression analysis. GHRM was found to significantly predict both task‐related and voluntary employee green behaviors. Organizational identification significantly mediated the effect, whereas gender and environmental values failed to moderate the relationship between GHRM and employee green behaviors. The study signifies the role of HRM in achieving environmental sustainability and emphasizes on the urgent need to embed sustainability dimension into HR systems to achieve sustainable development goals.

Linking Leaders’ Voluntary Workplace Green Behavior and Team Green Innovation: The Mediation Role of Team Green Efficacy

“…Existing research has indicated that employees' green innovation activities can be significantly stimulated by contexts, especially by green-oriented factors [23,24]. Among this line of research, scholars highlight that supervisors' leadership styles or supervisory behaviors as special contextual factors can significantly influence followers' green outcomes [4,25].…”

“…Consistently, it is reasonable to propose that leaders' VWGB can engage employees in green innovation endeavors [19]. Specifically, as leaders' VWGB refers to leaders' discretionary behaviors and activities that benefits the eco-friendly organization in a sustainable way but are not controlled by the official policy or system of environment protection [19], leaders who display VWGB frequently enact eco-friendly behaviors to reinforce the significance of green endeavors in a workplace where employees are supported to improve the company's environmental performance [24].…”

The Public Administration Effectiveness in the Field of Environmental Safety on the Example of Industrial Regions of the Russian Federation

“…This topic has been raised in the works of authors such as: «What companies do not disclose about their environmental policy and what institutional pressures may do to respect» Mitzi Isabel Cubill-Montilla, Purificación Galind-Villardón, Ana Belén Nieto-Librero, María Purificación Vicente Galindo,Isabel María García-Sánchez [4]; «The role of business strategy and CEO compensation structure in driving corporate social responsibility: Linkage towards a sustainable development perspective» Chih-Wei Peng [5]; «Does environmental regulation policy help improve green production performance? Evidence from China's industry» Chao Wang, Yue-Jun Zhang [6]; «Nexus of institutional pressures, environmentally friendly business strategies, and environmental performance» Abdul Majid Muhammad Yasir Muhammad Yasir Asad Javed [7]; «A holistic approach to manage environmental quality by using the Kano model and social cognitive theory» Elina Dace, Agnis Stibe, Lelde Timma [8]; «Green Human Resource Management and Employee Green Behavior: An Empirical Analysis» Richa Chaudhary [9].…”

Mapping the Link between Corporate Social Responsibility (CSR) and Human Resource Management (HRM): How Is This Relationship Measured?

“…Chaudhary (2019) [111] Ahmad & Umrani (2019) [112] Tang et al, (2018) [113] Five dimensions: Training, Performance, Pay and reward, Involvement, Recruitment and selection Chaudhary (2019) [111] Bombiak (2019) [114] Seven areas of human resource policy: Green job design and analysis, Green recruitment, Shaping of green discipline at work, Green development, Green performance evaluation, Green motivation, Green HRM procedures Table 6. Cont.…”

“…Chaudhary (2019) [111] 21 items taken from Tang et al [113] and Dumont et al [80]. Six practices: Green Involvement, Green Pay & Reward, Green Performance Management, Green Training, Green Recruitment & Selection Shah (2019) [115] Seven dimensions: Green job design (seven items); Green recruitment and selection (17 items); Green training and development (16 items); Green performance management (13 items); Green compensation management (12 items); Green health and safety (three items); Green involvement and labour relations (16 items) One of the most used green HRM scales was developed by Jabbour et al [107], identifying nine dimensions of green HRM: job analysis and description; recruitment; selection; training; performance appraisal; rewards; group articulation; corporate cultural management; and corporate learning management.…”