Can green human resource management promote employee green advocacy? The mediating role of green passion and the moderating role of supervisory support for the environment

Liu, Zonghua; Guo, Yang; Zhang, Ming; Ma, Guangya

doi:10.1080/09585192.2023.2214319

Cited by 12 publications

(4 citation statements)

References 122 publications

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“…These findings are in harmony with the research studies that endorse GHRM as an affective event that triggers intense positive affective experience (green passion) among employees toward environmental sustainability (Jia et al. , 2018; Liu et al. , 2023; Mohammad et al.…”

Section: Discussionsupporting

confidence: 89%

“…This implies that GHRM practices, in the form of communal exchanges among employees and managers accentuate environmental awareness and act as uplifting events that generate emotional reactions among employees (HEP), which subsequently predicts their green attitudes (EEC) and behaviors (OCBE). These findings are in harmony with the research studies that endorse GHRM as an affective event that triggers intense positive affective experience (green passion) among employees toward environmental sustainability (Jia et al, 2018;Liu et al, 2023;Mohammad et al, 2020). Further, consistent with the previous studies (Luu, 2022;Mohammad et al, 2020;Robertson and Barling, 2013;Saifulina et al, 2023), our findings also establish that HEP positively influences employees' eco-friendly attitudes and behaviors.…”

Section: Discussionsupporting

confidence: 87%

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Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

Iqbal,

Shahzad,

Chaudhary

2023

IJM

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PurposeDrawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP).Design/methodology/approachTime-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique.FindingsResults revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.Originality/valueThis study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

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Section: Discussionsupporting

confidence: 89%

Section: Discussionsupporting

confidence: 87%

Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

Iqbal,

Shahzad,

Chaudhary

2023

IJM

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“…Furthermore, several papers have focused on green leadership as a moderator of effects of contextual antecedents on follower green behavior. For example, Liu et al (2023) reported that the positive relationships between green human resource management and green passion and employee green advocacy, respectively, were stronger when supervisory support for the environment was high.…”

Section: Leader Green Behavior Influences Followers and Contextual An...mentioning

confidence: 99%

Leadership and Environmental Sustainability: An Integrative Conceptual Model of Multilevel Antecedents and Consequences of Leader Green Behavior

Zacher,

Kühner,

Katz

et al. 2024

Group & Organization Management

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Environmental sustainability is a strategic and ethical imperative for organizations, and numerous studies have investigated associations between leadership and employee pro-environmental or “green” behavior. However, these studies have typically focused on leadership styles that conflate leader behavior with its assumed antecedents or consequences. Moreover, the literature on relations between leadership and environmental sustainability constructs is fragmented and in need of systematic integration to effectively guide future research and practice. Accordingly, we pursue three goals in this conceptual paper. First, after a brief review of key insights from extant theoretical and empirical research, we define leadership in the context of environmental sustainability and leader green behavior based on established theoretical frameworks. Second, based on a systematic integration and extension of the literature, we present an integrative conceptual model of multilevel antecedents and consequences of leader green behavior. We further develop eight propositions on multiple known and novel pathways toward leader and follower green behaviors, as well as multiple known and novel pathways toward consequences related to environmental sustainability at the leader, follower, and organizational levels. Finally, based on our integrative conceptual model and propositions, we outline several recommendations for future research on leadership and environmental sustainability, including theoretical and methodological considerations.

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“…GHRM aims to improve employees' environmental awareness, knowledge, skills and motivation and finally realize the sustainable development of the organization (Renwick, Redman and Maguire 2013). GHRM conceptually integrates other human resource practices, such as high performance and strategic human resource practices (Liu et al 2023), but it is different from traditional human resource practices in the following two aspects: On the one hand, the specific practice of GHRM reflects the protection of the ecological environment and the vulnerability of the natural environment of the company's economic activities. It makes up for the shortcomings of other strategic human resource practices in environmental protection (Luu 2023).…”

Section: Introductionmentioning

confidence: 99%

Green human resource management and sustainable development performance: organizational ambidexterity and the role of responsible leadership

Zhao,

Wang,

Chen

et al. 2023

Asia Pac J Human Res

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Enterprise green human resource management (GHRM) strives to foster harmonious development among employees and the environment and among employees and the organization, as well as between employees and stakeholders, by stimulating individuals' green behavior, thereby enhancing the sustainable development performance of the enterprise. Based on the questionnaire data of 452 large enterprises in Beijing, Shanghai and Wuhan, China, from September 2021 to July 2022, and based on the optimal distinctiveness theory and stakeholder theory, this article examined the mediation mechanism and boundary conditions between GHRM and sustainable development performance of enterprises from the perspective of organizational ambidexterity. The results showed that 1) GHRM positively affected organizational ambidexterity and sustainable development performance; 2) organizational ambidexterity mediated the relationship between GHRM and sustainable development performance; 3) responsible leadership moderated the direct effect of GHRM on organizational ambidexterity; and 4) responsible leadership moderated the indirect effect of GHRM on sustainable development performance through organizational ambidexterity. At the organizational level, this study reveals the impact mechanism of GHRM on sustainable development performance and determines the boundary conditions of the impact.

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Can green human resource management promote employee green advocacy? The mediating role of green passion and the moderating role of supervisory support for the environment

Cited by 12 publications

References 122 publications

Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

Leadership and Environmental Sustainability: An Integrative Conceptual Model of Multilevel Antecedents and Consequences of Leader Green Behavior

Green human resource management and sustainable development performance: organizational ambidexterity and the role of responsible leadership

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