How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support

Abstract

PurposeThis study aims to examine the relationship between green human resource management (GHRM) practices and green transformational leadership toward inducing employees' green creativity. Specifically, drawing upon the ability, motivation and opportunity theory, the authors tested how green perceived organizational support (green POS) mediates the link between GHRM practices and employees' green creativity. Furthermore, based on the firm's resource-based view, the authors examine the moderating role of green transformational leadership on the relationship between GHRM practice and green POS.Design/methodology/approachUsing a survey questionnaire, this research was conducted with a multi-source sample of 201 supervisors and their 428 subordinates from organizations working in grocery, food and personal care products in Pakistan.FindingsThe findings of structural equation modeling revealed that green POS plays a mediating role between GHRM and employees' green creativity. The study findings also highlighted that green transformational leadership moderates the positive relationship between GHRM practices and green POS.Practical implicationsOrganizations need to implement GHRM practices to achieve environmental performance. Individuals are likely to recognize themselves with organizations that are engaged in green practices, and therefore, organizations can get benefits from implementing GHRM practices.Originality/valueThis research explores green POS and green transformational leadership as novel mechanisms through which GHRM practices influence employees' green creativity in organizations. In addition, the authors empirically examined our theorized relationships in the South Asian context.

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“…For example, Aboramadan et al (2021) found that climate for green creativity partly mediated the impact of environmentally specific servant leadership on hotel employees’ organizational citizenship behavior for the environment. Hameed et al ’s (2021) work indicated that perceived green organizational support fully mediated the effect of green human resource management on green creativity. Nisar et al (2021) also showed that green intellectual capital completely mediated the effect of green human resource management on hotel employees’ PEB.…”

Environmentally Specific Servant Leadership and Employees’ Energy-Specific Pro-Environmental Behavior: Evidence from Healthcare Sector of a Developing Economy

“…The mediating role of POS in influencing different employees' outcomes was mentioned by prior researchers [31,32]. Even from an environmental perspective, the debate on green POS (GPOS) also exists [33,34]. Nevertheless, the important mediating role of GPOS in a leadership framework to spur the EPEB of employees was previously ignored.…”

How does consumer pressure affect green innovation of manufacturing SMEs in the presence of green human resource management and green values? A moderated mediation analysis

“…Green HRM refers to practices that pursue to decrease the ecological and environmental influence of businesses and it is related to the firm's environmental strategy and its employees' green behavior (Al‐Swidi et al, 2021). Green HRM is a critical component of literature on sustainable human resource management, as it serves as a bridge to integrating HRM practices with activities for the corporation's environmental management and sustainable resource development (Hameed et al, 2021; He et al, 2021). As such, green HRM practices involve the integration of a firm's ecological management objectives into its HRM practices, specifically in hiring, training and engagement, performance management, and compensation (Guerci et al, 2016).…”