Implications of green HRM on the firm's green competitive advantage: the mediating role of enablers of green culture

Abstract

PurposeThe available literature demonstrates that green human resource management (GHRM) practices enhance the firm's green performance. However, the studies fail to show how GHRM practices give rise to green culture and how such green culture influences the green competitiveness of a firm. Anchored on the Ability Motivation Opportunity (AMO) theory, this study investigates how firms can build green competitive advantage from GHRM. The study focuses on four enablers of green culture (EGC): leadership emphasis, message credibility, peer involvement and employee empowerment. The study tests the mediating role of each EGC in the relationship between GHRM and green competitive advantage (GCA). The study findings provide managers with a deeper understanding of how GHRM supports the development of the EGC and how they explain the firm's GCA.Design/methodology/approachData was collected from a large-scale survey of Malaysia's manufacturing firm. We managed to collect 96 valid and useable questionnaires.FindingsWe find that GHRM practices give rise to EGC and the EGC mediate the relationship between GHRM and GCA.Originality/valueThe study presents the EGC in the green competitiveness context and goes further to test its mediating role in the GHRM–GCA relationship. We also develop a novel conceptual framework that manufacturing firms can deploy to attain green competitive advantage.

Relationship of green human resource management with environmental performance: mediating effect of green organizational culture

“…Several scholars (Al-Swidi et al. , 2021; Muisyo et al. , 2021) have used indirect approaches of EP measurement toward GHRM.…”

“…with a focus on environmental aspects in the pursuit of organizational goal achievement. Adoption of green human resource practices provides the organization with a sustainable competitive advantage (Muisyo et al. , 2021), and increases the reputation (Tang et al.…”

The mediating role of green innovation and green culture in the relationship between green human resource management and environmental performance

“…[ 13 ] argued that the mediating role of green culture in the relationship between green human resource management and environmental performance is currently unclear. In line with this [ 13 ], argue that the interaction of green human resource management and green culture is a critical area of study for academic scholars. This study will address these gaps by addressing the following research objective: How can green human resource management practices and a green culture impact an organization’s environmental performance?…”

“…Nevertheless, admitting the relationship among green human resource management practices and environmental performance is widely known, we believe that any research on how environmentally aware employees execute green initiatives without considering green culture is incomplete. Furthermore, a recent study has shown a insufficiency of study on the link between green culture and an organization's environmental performance [13][14][15]. [13] argued that the mediating role of green culture in the relationship between green human resource management and environmental performance is currently unclear.…”

“…Furthermore, a recent study has shown a insufficiency of study on the link between green culture and an organization's environmental performance [13][14][15]. [13] argued that the mediating role of green culture in the relationship between green human resource management and environmental performance is currently unclear. In line with this [13], argue that the interaction of green human resource management and green culture is a critical area of study for academic scholars.…”