Implications of GHRM on organisational citizenship behaviour: the mediating role of enablers of green culture

Abstract

PurposeThe purpose of this research is to examine how firms can build collective organisational citizenship behaviour towards the environment (OCBE) from green human resource management (GHRM) practices. The study tests how the three main aspects of GHRM, namely green abilities, green motivation and green opportunities, give rise to the enablers of green culture (EGC). The study further tests how each of the EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) leads to the development of OCBE at the organisational level of analysis.Design/methodology/approachData were collected from Taiwanese manufacturing companies with a target of departmental heads. The authors managed to get 284 valid responses and analysed the data using path analysis on Stata12.FindingsThe study findings suggest that GHRM practices that include developing green abilities, green motivation and green opportunities support the development of the EGC. The EGC include leadership emphasis, message credibility, peer involvement and employee empowerment. It was, however, found that green abilities do not support the development of message credibility. It was further found the EGC lead to the development of collective OCBE except for peer involvement.Originality/valueThe authors propose an original concept of EGC in the context of Taiwanese manufacturing firms. This paper is amongst the pioneer papers to test the OCBE at organisational level. The authors also develop an integrated conceptual framework upon which firms can use in order to build OCBE at organisational level. Previous studies have examined OCBEs at employee/individual level.

Effects of green human resource management practices on green innovation and behavior

“…These outcomes are also in parallel with studies in the literature, such as the work of Ahmad (2015), Chaudhary (2019), Song et al. (2021), and Muisyo et al. (2022).…”

“…Furthermore, we found significant effects of green performance management (GPM) on the predictors (TRGB, VGB, and green innovation [GI]). These outcomes are also in parallel with studies in the literature, such as the work of Ahmad (2015), Chaudhary (2019), Song et al (2021), andMuisyo et al (2022). In this aspect, the organization sets targets for its employees as well as its managers.…”

“…Classifying and resolving administrative environmental complications will also probably lead to employees finding their job to be significant, with this foremost in achieving improved joboriented and more flexible green behaviors. In the same vein, Muisyo et al (2022) reported a positive and significant correlation between combined organizational citizenship behaviors toward the environment and green competence building practices. In support of this view, GTD was found in China to be predicted by perceived green HRM behavior (Dumont et al, 2017;Aboramadan et al, 2022).…”

Does top management team responsible leadership help employees go green? The role of green human resource management and environmental felt‐responsibility

“…The relationship between GHRM and employee OCBE has been adequately validated so far. For example, organizational identification (Chaudhary, 2019), green employee empowerment (Hameed et al, 2020), enablers of green culture (Muisyo et al, 2021), green commitment (Ansari et al, 2020) and many other mediators can convey the positive indirect effects of GHRM on employee OCBE. However, all these studies ignore the important role of individual environmental felt‐responsibility.…”

Green HRM: pathway towards environmental sustainability using AHP and FAHP in a nascent parsimony

“…In light of the significance of GHRM practices and a sustainable environment that provides a pathway toward a paradigm shift from economic benefits to social benefits, these questions have been acknowledged by much research consideration around the world (Bhatti et al, 2021;Fawehinmi et al, 2020;Muisyo et al, 2021;Yan and Hu, 2021). GHRM practices consist of aligning the environmental strategies with the human resource (HR) strategies to gain insight knowledge that can leverage the implementation of sustainable practices to achieve its objectives.…”