Is There a Link Between Green Human Resource Management and Consumer Buying Behavior? The Moderating Role of Employee Diffidence

Abstract

Green Human Resource Management (HRM) supports promoting and incorporating sustainable development with regard to their resources. Managers and customers actively utilize the limited resources efficiently and effectively to accomplish environment-friendly goals and objectives. The study focuses on investigating the moderating role of diffidence between Green HRM, among eco-friendly behavior and Employee Performance of frontline employees of the hospitality sector. Two hundred ten individuals particapted in the research from hospitality sector with regard to examine green HRM policies of employees along with their influence on consumer buying behvaiour. Frontline employees incorporated the data on HRM performance, eco-friendly behavior, and diffidence. Besides, consumers gave their opinion on consumer buying behavior. The study’s findings revealed that Green HRM, aka Green HRM, directly impacts consumer behavior. In addition to this diffidence moderates the relationship between Green HRM and employee performance and employee eco-friendly behavior. Besides, future studies can explore the clothing and banking sector as the current study was conducted in fast food sector.

The Impact of Green Human Resource Management Practices on Employees, Clients, and Organizational Performance: A Literature Review

“…The selected studies encompassed diverse research designs, including mixed methods and cross-sectional analyses. Out of the 17 reviewed studies, two were mixed methods research (Masri and Jaaron 2017;Mousa and Othman 2020), while 15 used cross-sectional methods (Albloush et al 2022;Ali and Hassan 2023;Al-Swidi et al 2021;Arshad et al 2022;Cahyadi et al 2023;El Baroudi et al 2023;Elshaer et al 2023;Freire and Pieta 2022;Hameed et al 2019;Li et al 2023;Mensah et al 2023;Rawashdeh 2018;Ren and Hussain 2022;Xiao et al 2022;Zhang et al 2019). The publication years of the included studies ranged from 2017 to 2023, highlighting a recent exploration of both contemporary and practical perspectives on G-HRM practices (See Figure 2).…”

“…To examine the role of G-HRM on employee green behavior and overall organizational performance The sample sizes across the studies varied, with some involving large-scale cohorts exceeding 500 participants (Al-Swidi et al 2021;Arshad et al 2022), while others adopted a more focused approach with smaller, targeted populations of less than 100 participants (Ali and Hassan 2023;Mousa and Othman 2020;Rawashdeh 2018). Methodologically, the studies employed a variety of tools to assess variables of interest, with online surveys (Albloush et al 2022;Cahyadi et al 2023;Freire and Pieta 2022;Rawashdeh 2018;Ren and Hussain 2022), face-to-face interviews (Masri and Jaaron 2017; Mousa and Othman 2020), and standardized paper-based questionnaires being prevalent (Ali and Hassan 2023;Al-Swidi et al 2021;Arshad et al 2022;El Baroudi et al 2023;Elshaer et al 2023;Hameed et al 2019;Li et al 2023;Mensah et al 2023;Xiao et al 2022;Zhang et al 2019). The diverse characteristics of the included studies, as presented in Table 1, contribute to the richness and depth of the synthesized findings presented in this literature review.…”

Structural analysis of Green Human Resource Management and Green Transformational Leadership on Environmental Behaviors and Green Innovation Performance with the Mediating Role of Environmental Knowledge

“…GHRM can create an instantaneous surroundings for carrying out EBs by means of organising a green organizational way of life (Xiao et al, 2022) and selling EBs thru the training and development of employees as inexperienced human capital (Chen & Wu, 2022). Additionally, presenting environmental-associated schooling and academic possibilities, can growth employees' environmental attention and encourage them to have interaction in energetic EBs (Tirno et al, 2023).…”

Research Advances on Green Human Resources Management: A Comprehensive Bibliometric Analysis from 2004-2023

“…Future research could concentrate on other industries such as textiles and banking [44]. Awwad et al (2022) corroborate the strong influence of green innovation on sustainable performance and emphasize the importance of green innovation in mediating the relationship between green HR practices and sustainable performance in SMEs [45]. GHRM, particularly green rewards, remuneration, and training has a substantial correlation with organizational performance, which is mediated through human capital [46].…”