A mediated–moderated model for green human resource management: An employee perspective
In general, all types and sizes of organizations are responsible for the degradation of the environment. However, manufacturing companies are considered one of the most significant sources of environmental pollution and are pressured to adopt practices to mitigate environmental degradation. Therefor...
| Main Authors: | , |
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| Format: | Article |
| Language: | English |
| Published: |
Frontiers Media S.A.
2022-09-01
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| Series: | Frontiers in Environmental Science |
| Subjects: | |
| Online Access: | https://www.frontiersin.org/articles/10.3389/fenvs.2022.973692/full |
| _version_ | 1811260569179652096 |
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| author | Zhengyu Ren Rana Yassir Hussain |
| author_facet | Zhengyu Ren Rana Yassir Hussain |
| author_sort | Zhengyu Ren |
| collection | DOAJ |
| description | In general, all types and sizes of organizations are responsible for the degradation of the environment. However, manufacturing companies are considered one of the most significant sources of environmental pollution and are pressured to adopt practices to mitigate environmental degradation. Therefore, this research explores the direct and indirect effects of green human resource management (GHRM) on the Chinese manufacturing firm’s environmental performance. To this end, we share a closed-ended questionnaire via a web-based survey to collect data from 306 employees. Data analysis was performed using partial least square structural equation modeling techniques (i.e., PLS algorithm, bootstrapping, and blindfolding). Our research finds a positive and significant effect of GHRM on employee and firm environmental performance. In addition, this research evidenced a partial mediation of employee environmental performance. Moreover, our study evidenced that the effect of GHRM on employee environmental performance will be more substantial when there is more involvement of employees’ environmental orientation. This study suggests that manufacturing companies must incorporate GHRM practices, promote green behaviors, respect individual environmental values, and encourage employees to implement those practices for the betterment of firms and the natural environment. |
| first_indexed | 2024-04-12T18:49:31Z |
| format | Article |
| id | doaj.art-bd719d7e03de44baa1925a1d68fec23c |
| institution | Directory Open Access Journal |
| issn | 2296-665X |
| language | English |
| last_indexed | 2024-04-12T18:49:31Z |
| publishDate | 2022-09-01 |
| publisher | Frontiers Media S.A. |
| record_format | Article |
| series | Frontiers in Environmental Science |
| spelling | doaj.art-bd719d7e03de44baa1925a1d68fec23c2022-12-22T03:20:31ZengFrontiers Media S.A.Frontiers in Environmental Science2296-665X2022-09-011010.3389/fenvs.2022.973692973692A mediated–moderated model for green human resource management: An employee perspectiveZhengyu Ren0Rana Yassir Hussain1School of Economics and Management, Hubei University of Arts and Science, Xiangyang, Hubei, ChinaUE Business School, Division of Management and Administrative Science, University of Education, Lahore, PakistanIn general, all types and sizes of organizations are responsible for the degradation of the environment. However, manufacturing companies are considered one of the most significant sources of environmental pollution and are pressured to adopt practices to mitigate environmental degradation. Therefore, this research explores the direct and indirect effects of green human resource management (GHRM) on the Chinese manufacturing firm’s environmental performance. To this end, we share a closed-ended questionnaire via a web-based survey to collect data from 306 employees. Data analysis was performed using partial least square structural equation modeling techniques (i.e., PLS algorithm, bootstrapping, and blindfolding). Our research finds a positive and significant effect of GHRM on employee and firm environmental performance. In addition, this research evidenced a partial mediation of employee environmental performance. Moreover, our study evidenced that the effect of GHRM on employee environmental performance will be more substantial when there is more involvement of employees’ environmental orientation. This study suggests that manufacturing companies must incorporate GHRM practices, promote green behaviors, respect individual environmental values, and encourage employees to implement those practices for the betterment of firms and the natural environment.https://www.frontiersin.org/articles/10.3389/fenvs.2022.973692/fullGHRMemployee environmental performancefirm environmental performanceemployee environmental orientationPLS-SEM |
| spellingShingle | Zhengyu Ren Rana Yassir Hussain A mediated–moderated model for green human resource management: An employee perspective Frontiers in Environmental Science GHRM employee environmental performance firm environmental performance employee environmental orientation PLS-SEM |
| title | A mediated–moderated model for green human resource management: An employee perspective |
| title_full | A mediated–moderated model for green human resource management: An employee perspective |
| title_fullStr | A mediated–moderated model for green human resource management: An employee perspective |
| title_full_unstemmed | A mediated–moderated model for green human resource management: An employee perspective |
| title_short | A mediated–moderated model for green human resource management: An employee perspective |
| title_sort | mediated moderated model for green human resource management an employee perspective |
| topic | GHRM employee environmental performance firm environmental performance employee environmental orientation PLS-SEM |
| url | https://www.frontiersin.org/articles/10.3389/fenvs.2022.973692/full |
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