Developing faithful stewardship for environment through green HRM

Abstract

Purpose This paper aims to assess the nexus between green human resource management (GHRM) practices, green culture, environmental responsibility and environmental performance (EP). Design/methodology/approach Using a supervisor-subordinated nested design and multi-time data collection approach through convenience sampling, the authors obtained 330 responses from 15 hotels operating in the metropolitan cities of Pakistan. Findings The study results indicate the prominence of GHRM practices toward enhancing hotels’ EP. The authors also found green culture and environmental responsibility as potential mediators in the direct association between GHRM and EP. In addition, the findings suggest that the GHRM and environmental association can be deeper when individuals exhibit green values and showcase green responsibility about their environment. Taken together, the findings of the present study found support for all direct and indirect hypothesized relationships hence, forwarding notable implications for theory and practice. Research limitations/implications This paper forwards both theoretical and practical implications. Drawing upon ability-motivation-opportunity (AMO) theory, this paper asserts that GHRM practices shall be used to improve EP through green values and environmental responsibility. The authors specifically suggest that pro-environment personnel practices can nourish green culture and a pro-environment sense of responsibility that facilitates in robust pro-environment results. Originality/value The study advances and addresses gaps found in prior studies to help support organizational scholars, practitioners and pro-environment enthusiasts to understand the interplay of GHRM, culture, responsibility and EP.

The role of green HRM in driving hotels' green creativity

“…Today, it is not clear on the effect of the various types of leadership on green behavior. Existing literature demonstrates that transformational environmental leadership (Farooq et al, 2021), ethical leadership (Ahmed et al, 2021), green, inclusive leadership (Talwar et al, 2021) and despotic leadership (Albashiti et al, 2021) have been studied. Therefore, it is evident that each leadership style has a different effect on green-related outcomes (Norton et al, 2015).…”

“…Researchers are now investigating the various ways of motivating green behavior within the hotel sector Farooq et al, 2021;Luu, 2019;Mittal and Dhar, 2016;Okumus et al, 2019). Scholars have appealed for research on specific GHRM practices that are related to environmental performance and green creativity (Ahmed et al, 2021;Al-Ghazali and Afsar, 2020;Farooq et al, 2021;Tang et al, 2018).…”

“…As a distinguishing feature from general creativity, green creativity emphasizes environmental conservation and sustainable products and services (Chang, 2013;Luu, 2020b). Moreover, green creativity is a fundamental concept in addressing the global ecological challenges to attain a competitive edge (Ahmed et al, 2021). In the competitive business environment, organizations' success hinges on deploying creative services that meet customers' expectations (Ahmed et al, 2021;Mittal and Dhar, 2016).…”

“…Moreover, green creativity is a fundamental concept in addressing the global ecological challenges to attain a competitive edge (Ahmed et al, 2021). In the competitive business environment, organizations' success hinges on deploying creative services that meet customers' expectations (Ahmed et al, 2021;Mittal and Dhar, 2016). At the macro level, sustainability starts with individual actions (Ciocirlan, 2016).…”

“…The study further proposes the mediating effect of the enablers of green culture (EGC) and moderation of environmentally specific servant leadership (ESSL). The incorporation of EGC in this study is timely, as researchers have revealed the mediating role of green culture between GHRM and organizational green outcomes (Roscoe et al, 2019;Ahmed et al, 2021).…”