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

Abstract

The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

Relationship Among Green Human Resource Management, Green Knowledge Sharing, Green Commitment, and Green Behavior: A Moderated Mediation Model

“…GHRM positively influences the GC of the employees. Previous studies like Pham et al (2019), Rubel et al (2018), Ren et al (2018), Fawehinmi et al (2020, Ansari et al (2021), andIslam et al (2021b) have confirmed GHRM's positive relationship with individual-level green constructs. Therefore, we believe that if employees view GHRM as positive, it will enhance their GC and lead us to the following hypothesis: H1: Green human resource management has positive effect on employees' GC.…”

Unravelling the differential effects of pride and guilt along with values on green intention through environmental concern and attitude

“…However, regardless of the rising attention in studying green human resource management, petite studies have investigated and explored its influence on employees’ attitudes towards the ecology and behavioural intention in minimising the organisation's ecological issues. Moreover, very limited studies have investigated the process and mechanism through which GHRM exerts its influence on behavioural intentions (Ansari et al , 2020; Saeed et al , 2018) More precisely, research on the process and mechanism through which GHRM exerts its influence on behavioural intentions is still in its infancy (Fawehinmi et al , 2020).…”

Exploring Challenges and Solutions in Performing Employee Ecological Behaviour for a Sustainable Workplace

“…Many governments have prescribed sustainable policies, whereas organisations adopt the policies to engage in environmentalfriendly workplace practices. The employees and the scope of their ecological behaviour determine the success of the practices [1,2]. Ecological behaviour is a standard effort in companies and employees that aids organisations and the environment [3].…”

“…Prior researchers examined the predictors and outcomes of EEB for comprehending the creation of environmental-friendly and sustainable workplace. Several studies have associated individual-level factors to EEBs, such as subjective norms, pluralistic ignorance [27], employee-organisation fit [28], personal moral norms [1], moral reflectiveness and co-worker pro-environmental advocacy [29], environmental awareness, knowledge and concern [30]. In addition, certain studies focused on organisational-level influences, such as green human resource management practices [21], perceived corporate social responsibility [31], perceived organisational support [32], organisational climate [28], and incentives [33].…”