Assessing the green behaviour of academics

Abstract

Purpose Studies have highlighted concerns about the role of knowledge creation between human resource management practices and employee behaviour. The purpose of this paper is to examine the impact of green human resource management (green HRM) on employee green behaviour (EGB) through the mediation of environmental knowledge of lecturers in public research universities in Malaysia. Design/methodology/approach This cross-sectional study examines the mechanism in which green HRM affects the EGB of lecturers through environmental knowledge in Malaysian public research universities. Smart PLS was used to analyse the relationships from 425 valid responses. Findings The findings of the study show that green HRM affects EGB through the full mediation of environmental knowledge. This finding gives a theoretical implication in terms of ability, motivation and opportunity theory. Research limitations/implications The scope of this study is limited to public research universities in Malaysia. Future studies may explore other variables that could expedite the relationship between green HRM and EGB. Implications include policy making that emphasises on enhancing environmental knowledge of lecturers. Originality/value To the best of the authors’ knowledge, no study has been conducted using environmental knowledge as a mediator between green HRM and EGB.

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

“…Several theories were used to explain EGB, such as the theory of planned behavior (TPB; Blok et al, 2014;Safari et al, 2018;Wesselink et al, 2017), value-belief-norms theory (VBN; Tezel & Giritli, 2019;Vanderploeg & Lee, 2019;Yeboah & Kaplowitz, 2016), norm activation model (NAM; Banwo & Du, 2019;Fang et al, 2019), values-identity-personal norms (VIP; Ruepert et al, 2016Ruepert et al, , 2017, and theory of normative conduct (TNA; Norton et al, 2014). In some studies, the theories used were social exchange theory (Fatoki, 2019;Gkorezis & Petridou, 2017;Hameed et al, 2019), social identity theory (Kim et al, 2019), theory of social learning (Yang, 2019), and technology acceptance model (Zhang et al, 2019), whereas in other studies, the theory used to explain EGB was the abilitymotivation-opportunity theory (AMO; Dumont et al, 2016;Fawehinmi et al, 2020;Saeed et al, 2019). However, the use of a mixture of different theories to explain EGB was seen only in a few studies.…”

“…When green HRM practices as highlighted above are experienced by the employees, they tend to be psychologically prepared for and inclined toward the practicing of EGB (Fawehinmi et al, 2020). Studies have shown green HRM affects the environmental commitment of employees (Pham et al, 2020), and such commitment would lead to the performance of EGB.…”

“…Green HRM practices have been shown to affect environmental knowledge (Fawehinmi et al, 2020), which creates awareness of employees' responsibility toward the environment. Furthermore, green HRM practices have been shown to impact the green passion, which then affects employees' environmental self-identity (Astakhova & Porter, 2015), thus aligning their values with the organizations' green values, leading them to form a sense of responsibility toward the environment.…”

“…An increasingly dire issue regarding the environment currently is its rapid degradation. The main causes are the depletion of natural resources and also other human interventions, such as disproportionate cutting of trees and burning of fossil fuel, which have resulted in carbon emission (Fawehinmi et al, 2020;Gao et al, 2017;Yang et al, 2016), consequently leading to natural disasters and climate change that are negatively affecting people's quality of life and organizations alike (Lukman et al, 2013;Markey et al, 2019;Zhang et al, 2018). As part of countermeasures, most governments, including those of developing countries, have made pledges to global movements, such as AGENDA 2030 (United Nations, 2015), and placed environmental sustainability at the top of their to-do list.…”

Understanding the Antecedents and Consequences of Green Human Capital

“…Currently, climate change is considered one of the major green environmental problems, posing great threats to human kind. International organizations, countries around the world, and companies have all realized the importance of protecting the environment (Ansari et al, 2020;Fawehinmi et al, 2020;Hameed et al, 2020;Harris et al, 2017;Ogbeibu et al, 2020;Pham, Hoang, & Phan, 2019;Pham et al, 2020;Raut et al, 2020;Ren et al, 2018Ren et al, , 2020Shahriari & Hassanpoor, 2019;Song et al, 2020). The 2015 United Nations Climate Change Conference reached the Paris consensus and, according to the agreement, it aims to strengthen the global response to the threat of climate change, to hold the global average temperature rise to no more than 2°C compared with preindustrial times, and to strive to control the temperature rise within 1.5°C.…”