The impact of green human resource management on hospitality employees’ quitting intention: A dual perspective study

Cao, Yu; Yan, Bowen; Teng, Yefan

doi:10.1016/j.jhtm.2023.10.012

Cited by 5 publications

(1 citation statement)

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“…At the same time, more and more scholars have begun to focus on the impact of GHRM on employee behavior at the micro level, thus expecting a more comprehensive exploration of the management effect of GHRM. For example, some literature has confirmed that GHRM has an impact on both green-related behaviors (such as employees' green creativity (Choudhary & Datta, 2022), proenvironmental behaviors (Tu et al, 2023) and environmentally oriented organizational citizenship behavior (OCBE) (Pham et al, 2019)) as well as non-green-related behaviors (such as employees' counterproductive work behavior (Cao et al, 2023a) and quitting intention (Cao et al, 2023b), etc.). On the one hand, although some scholars have also paid attention to the impact of GHRM on employees' organizational citizenship behavior (OCB) unrelated to green (Freire & Pieta, 2022;Manita et al, 2021), some scholars have pointed out that different psychological perceptions will lead to a greater degree of differences in employees' OCBs in different dimensions, while the abovementioned studies consider employees' OCBs as a whole and do not examine employees' OCBs in different dimensions (Xu et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Bring more than green? The impact of green human resource management on hospitality employees' organizational citizenship behaviors

Ma,

Teng,

Yan

2023

Corp Soc Responsibility Env

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Hotels are implementing green human resource management to achieve sustainable development in response to increasingly stringent environmental policies and to meet stakeholder expectations. This study aims to elucidate the impact of green human resource management (GHRM) on organizational citizenship behaviors (OCBs) implemented by hospitality employees in organizational, interpersonal, and customer contexts, respectively. Specifically, a mediation model with dual moderation from employees' personality, perceptual and cognitive perspectives simultaneously is proposed, which supported by organizational support theory, social identity theory and social cognitive theory. Structural equation modeling is used to evaluate 440 data collected from the Chinese hospitality industry based on conditional sampling method. This paper finds that GHRM can promote OCBs towards the organization and customers and perceived CSR has a mediating effect. Employees' environmental value positively moderates the promotion of perceived CSR through GHRM implementation, and the proactive personality positively moderates the relationship between perceived CSR and OCBs towards the organization and customers. The original value of the study lies in the simultaneous consideration of the three aspects of employees' cognition, perception, and personality, expanding the research perspective of GHRM and discovering the benefits beyond green that this green management model can bring. For hotel managers, this study helps them understand that GHRM brings hotels more than just green. Hotels should focus on matching potential employees' attributes with the organizational culture during recruitment and on improving employees' environmental value and proactive personality level during their subsequent training.

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