Unlocking employee’s green behavior in fertilizer industry: the role of green HRM practices and psychological ownership

Abstract

The engineering of agrochemicals and inorganic fertilizers indirectly facilitates the emissions of NO2 and CO2. The extensive use of pesticides and inorganic chemical fertilizers has drawn the world’s attention to green practices. Grounded on the ability-motivation-opportunity (AMO) theory, we investigated the effect of green human resource management (GHRM) practices on employees’ green behavior with the mediating role of psychological ownership. We applied the partial least square structural equation modeling (PLS-SEM) technique to 279 responses acquired from the fertilizer manufacturing firm employees. The results show that GHRM practices (green competence building, green motivation enhancing, and green employee involvement practices) significantly improve employee green behavior. Additionally, GHRM practices enhance the sense of ownership of nature among employees due to which they involve themselves proactively in eco-friendly activities and behavior.

Green human resources management: A novel tool to boost work engagement

“…In this study, first of all, we wanted to test the direct positive effect of GHRM on work engagement levels of employees, and the results revealed that all dimensions of GHRM have a positive effect on work engagement. Our findings are parallel with previous studies showing the direct effect of GHRM on work engagement of employees (Sokro et al, 2020 ; Bhutto et al, 2021 ; Waqas et al, 2021 ). Our results revealed that the job design has the highest effect on the work engagement behavior, whereas the effect of the wage management dimension is the least.…”

“…Incorporating corporate environmental sensitiveness into human resources practices is explained as GHRM (Nawangsari and Sutawidjaya, 2019 ). The GHRM encompasses systems, policies, and practices necessary for developing a socially responsible, resource-efficient, and environmentally sensitive workplace (Waqas et al, 2021 ). Hence, embracing GHRM practices has become a critic strategy for those companies wherein human resources play an active part in becoming environmentally sensitive (Adriana et al, 2020 ).…”

“…For instance, Mayhew et al ( 2007 ) signified that many human resources-related factors, including job design and autonomy, affect psychological ownership perceptions of employees. Later, Degbey et al ( 2021 ) and Waqas et al ( 2021 ) confirmed that HRM practices have the potential to affect psychological ownership feelings of employees. In relation to GHRM, Chang et al ( 2020 ) also revealed the positive effects of green values in an organizational climate that can be created by GHRM on psychological ownership feelings of employees.…”

Mediating Effect Of Work Engagement Between Green Human Resources Management And Resilience

“…In this paper, we supposed that GHRM will create greater resilience and resilient individuals will fee greater work engagement. Our findings are also parallel with previous studies showing the effect of green human resources management on work engagement of employees (Bhutto et al, 2021;Waqas et al, 2021). Moreover, this study is also compatible with previous researches revealing this positive impact of work engagement on resilience (Blaique et al, 2022;Cao & Chen 2021).…”

The Role of GHRM Practices Towards Sustainable Procurement Behaviour A Conceptual Framework

“…Green Human Resource Management influences elements of sustainable procurement behaviour, on the other hand, there has been a little emphasis on this topic in the literature (Jabbour et al, 2016;Waqas, Yahya, Ahmed, Rasool, & Hongbo, 2021;Zaid, Jaaron, & Talib Bon, 2018).…”