Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.

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While the importance of employee initiatives for improving the environmental practices and performance of organizations has been clearly established in the literature, the precise nature of these initiatives has rarely been examined (particularly the issue of their discretionary or mandatory nature). The role of organizational citizenship behaviour in environmental management remains largely unexplored. The main objectives of this paper were to propose and validate an instrument for measuring organizational citizenship behaviour for the environment (OCBE). Exploratory (Study 1, N = 228) and confirmatory (Study 2, N = 651) analyses were conducted to examine the factor structure of OCBEs. The factor structure that emerged from Study 1 indicated that the three main types of OCBEs were eco-initiatives, eco-civic engagement and eco-helping. The factor structure found in Study 1 was confirmed by Study 2. Analysis of the three types of OCBEs highlighted the complexity of discretionary initiatives for the environment in the workplace and points to a number of avenues for further research.

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This study investigates the social-psychologi

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Organizational citizenship behaviors for the environment (OCBEs), which are based on individual, voluntary and informal initiatives, are increasingly considered as an essential ingredient of corporate greening. Drawing on the emerging literature on this issue, this paper explores the determinants and consequences of managers' OCBEs. A study of 304 managers from the manufacturing sector allowed us to validate a new model of managers' OCBEs based on structural equation modeling. The model shows the role of environmental values and perceived behavioral control (PBC) in the adoption of OCBEs. As expected, the model also shows positive and significant relationships between OCBEs, environmental management practices and performance in this area. The study sheds new light on the impacts of OCBEs and explores the reasons why they can be used to lead by example and to improve environmental performance

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