Promoting employee's proenvironmental behavior through green human resource management practices

Abstract

Success of organizational initiatives for environmental sustainability hinges upon employees' proenvironmental behaviors. One of the contemporary important challenges faced by HR professionals is to ensure proper integration of environmental sustainability into human resource policies. The green human resource management (green HRM) has emerged from organizations engaging in practices related to protection of environment and maintaining ecological balance. The aim of this study is to examine the effects of green HRM practices (green recruitment and selection, green training and development, green performance management and appraisal, green reward and compensation, and green empowerment) on employee's proenvironmental behavior. Moreover, this study is going to test the mediating effect of proenvironmental psychological capital and the moderating effect of environmental knowledge on green HRM practices-proenvironmental behavior. Data from 347 employees working in coal generating, power industry, food, chemical, and pharmaceutical industries were collected. Results revealed that green HRM practices positively affected employee's proenvironmental behavior, and proenvironmental psychological capital mediated this link. Employee's environmental knowledge moderated the effect of green HRM practices on proenvironmental behavior. KEYWORDS green empowerment, green HRM, green performance management and appraisal, green recruitment and selection, green reward and compensation, green training and development, proenvironmental behavior, psychological capital

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

“…The above arguments were endorsed by Dumont et al () in a study among Chinese employee where they discovered that GHRM had a both direct and indirect influence on in‐role green behaviors whereas it influenced extra‐role green behaviors only indirectly through the creation of psychological green climate. Further, in a very recent attempt, Saeed et al () demonstrated the positive effect of GHRM practices on employee pro‐environmental behaviors among employee from a wide variety of industries in Pakistan.…”

Promoting environmental performance through green human resource management practices in higher education institutions: A moderated mediation model

“…Another reason behind the implementation of green HRM is to promote green organizational culture and enhance employee behaviors related to the environment. Academic research suggests that green HRM practices affect employee proenvironmental behavior (Saeed et al, ). Green HRM tools, procedures, and practices enhance employees' participation in the process of eco‐friendly behavior, such as to reduce environmental waste, to increase efficiency in the cost elimination process, and to improve the products (Robertson & Barling, ).…”

“…Many of the research studies into green HRM have used green psychological climate (Dumont, Shen, & Deng, ), intrinsic motivation (Afsar, Badir, & Kiani, ), proenvironmental psychological capital (Saeed et al, ), employees' organization commitment (Kim et al, ), organizational citizenship behavior toward the environment (Paille, Chen, Boiral, & Jin, ), and environmental management system implementation (Wagner, ) as mediators in explaining employees' extra‐role green behavior, their proenvironmental behavior, and hotels' environmental performance respectively. However, few scholars draw attention to the possible influence of an individual's passion for environmental‐related outcomes.…”

“…Prior scholarship has shown the moderating effects of organizational‐related variables, such as perceived organizational support (Afsar et al, ) and internal environmental orientation (Paille et al, ), and has examined awareness‐related variables, including green employee involvement (Pham et al, ), environmental knowledge (Saeed et al, ), and environmental awareness (Afsar et al, ). Ethics‐related moderators, such as environmental responsibility and individual green values, have been largely disregarded in the literature.…”

Sustainable development and human resource management: A science mapping approach

“…With regard to empirical analysis of the sustainable HRM perspective, numerous qualitative (Guerci & Carollo, ; Haddock‐Millar, Sanyal, & Müller‐Camen, ) and quantitative studies (Diaz‐Carrion, López‐Fernández, & Romero‐Fernandez, ; Guerci, Longoni, & Luzzini, ; Saeed et al, ; Tang, Chen, Jiang, Paillé, & Jia, ) have been undertaken. Nevertheless, the field is somewhat fragmented, and given the growing sustainability concerns in the HRM literature, the following bibliometric analysis seeks to offer a “state‐of‐the‐art” snapshot of the field to gain a better understanding of its evolution and identify future research paths.…”