The small and medium enterprises' green human resource management and green transformational leadership: A sustainable moderated‐mediation practice

Abstract

This study explores how green human resource management (GHRM) and green transformational leadership (GTL) affect green organizational pride (GOP). We conduct a survey study of moderated-mediation sustainable practice in small and medium enterprises (SMEs) in "Hokkien Golden Triangle" of China based on the combination of resource-based view, social exchange theory, positive psychology, and social cognitive theory. Especially, we develop two new concepts, "green organizational pride" and "green psychological capital" (GPC) to verify that the positive relationships between GHRM/GTL and GOP are mediated by GPC. Besides, we expand the research of environmental culture (EC) by further predicting that it could amplify the indirect effects of GHRM/GTL on GOP via GPC. The findings contribute to sustainability literature by highlighting the importance of GHRM and GTL in Chinese sustainable practice. Moreover, the results can advance the prior literature in the area of sustainability and create a new green path for developing countries.

Institutional and stakeholder pressures on organisational performance and green human resources management

“…In terms of employee involvement, we confirmed the importance of top managers' leadership and of using teamwork to successfully manage and develop an awareness of environmental issues. Employees' perceptions of the social exchange with their leaders can affect their job satisfaction (Chen & Yan, 2022), so managers can create a culture of environmental protection. A participative and coaching style of leadership has been found to positively influence employees' involvement (Zhu et al, 2014).…”

“…Employees' perceptions of the social exchange with their leaders can affect their job satisfaction (Chen & Yan, 2022), so managers can create a culture of environmental protection. A participative and coaching style of leadership has been found to positively influence employees' involvement (Zhu et al, 2014).…”

University Social Responsibility in China: The Mediating Role of Green Psychological Capital

“…We measured green psychological capital by referring to Chen and Yan [ 6 ]. A sample items is “Right now, I see myself as being pretty successful in green activities”.…”

“…Referring to psychological capital research [ 29 ], we apply a new construct, “green psychological capital”. Chen and Yan [ 6 ] defined it as “an individual’s positive psychological state during environmental activities”. There are four constructs in green psychological capital: “green self-efficacy”, “green optimism”, “green hope”, and “green resilience”.…”

“…The research objective of our study is three-fold: First, we formed a moderated mediation exam to illustrate the sophisticated framework among green shared vision, green psychological capital, OCBE, green organizational ambidexterity, and environmental attitude. Second, we used a new construct, green psychological capital [ 6 ], and proposed it as a vital factor in the green shared vision–OCBE link through which Generation Z in China may be more optimistic in environmental trouble, thereby enhancing the green shared vision–OCBE relationship. Third, we argue that the indirect relationship between green shared vision and OCBE via green psychological capital become stronger when universities in China have green organizational ambidexterity and environmental attitude, as illustrated in Figure 1 .…”