The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

Abstract

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.

Organizational Environmental Culture, Environmental Sustainability and Performance: The Mediating Role of Green HRM and Green Innovation

“…More specifically, green HRM plays a more prominent role in forming a positive relationship between OEC and ES than EP. To some extent, these findings are consistent with the previous results, i.e., [8,43,70], in the mediating effects of the different factors in developing the associations in the other regions. This study's findings demonstrate, also, that green HRM indirectly develops OEC's association with ES and EP.…”

“…Further, there has been no previous investigation of the combined mediating effect of green HRM and GI with OEC on ES and EP [8,28,36,37,39]. Contextually, despite their apparent relationship in the literature mentioned above, the management of the Saudi Arabian SMEs sector has not paid sufficient attention to these constructs [9,15,[40][41][42][43].…”

“…In the context of green HRM, the findings of [70] underline the positive connection between green HRM and GI via green creativity. Recently, in the context of Portugal's tourism sector, [43] demonstrates a positive association between green HRM and employee eco-friendly behaviors through the mediation of organizational identification. Consequently, the literature examines the mediating role of green HRM in developing several relationships both directly and indirectly [8,30,70].…”

The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction

“…The confirmation of Hypotheses 1 and 3 indicated that green HRM has an effect on organizational identification and job satisfaction (e.g., [76]); that is, management centered on environmental objectives increased employees' identification with organizational values and heightened job satisfaction [77].…”

“…Indeed, our results contribute to an expansion of existing knowledge on the relationship between the organizational and individual determinants of extra-role behaviors toward the sustainability of the organization. Accordingly, they indicate that there may be identified with the organization's green values [76], but that this is not enough to advance towards citizenship behaviors. These results seem to point to a logic of action centered on a "winwin" perspective [3], as will be seen below.…”