How green human resource management influences employee pro-environmental behaviour: the mediation effects of green self-efficacy, green mindfulness and green transformational leadership

This study aims to analyze the effect of green human resource management (GHRM) and green transformational leadership on green performance with green innovation mediation. This study was conducted at start-up companies in the Yogyakarta area, involving 180 respondents. GHRM, green transformational leadership, green innovation, and green performance are measured using indicators adapted from previous research. The analysis shows that GHRM and green transformational leadership positively influence green performance. In addition, green innovation has been proven to mediate the relationship between GHRM and green transformational leadership and green performance. These findings make a new contribution to the literature by reinforcing the role of green innovation as a linking mechanism between GHRM policies and transformational leadership styles on corporate environmental performance. Proposed managerial implementations include strengthening GHRM practices and adopting green-based transformational leadership to encourage innovation and improve environmental performance. This research also allows further exploration of other variables that may influence this relationship.

This study investigates the relationship between green transformational leadership (GTL), job satisfaction (JS), and the mediating role of 'intention' in Pakistan's pharmaceutical industry within the framework of the resource-based view (RBV) theory. The research uncovers that GTL, encompassing environmental consciousness, ethical conduct, and innovation, is a unique organizational resource that shapes employees' intentions toward embracing sustainable practices. A quantitative methodology was adopted to achieve the aims of the study. Data were collected through an online survey to manage the data (418 valid responses), and Smart-PLS structural equation modeling (PLS-SEM) was employed to hypothesize a model. The results demonstrate that GTL had little significant direct effect on JS. This study also found that intention has a full mediation effect between GTL and JS. Additionally, the study found that the correlation among GTL is affected by JS and intention. This study contributes to the literature and body of knowledge on green human resource management and organizational behavior through the lens of RBV theory.

This study aims to analyze the effect of green human resource management and green transformational leadership on employee sustainable performance through employee green behavior. This type of research uses a survey method with a quantitative approach. This research was conducted at Mercu Buana University. Sampling using a proportionate stratified random sampling technique with a sample size of 252 people. Data analysis in this study used structural equation modelling (SEM) with partial least square (PLS) software version 3.3.3. The results obtained in this study: (1) Green human resource management has a positive and significant effect on employee sustainable performance; (2) Green transformational leadership has a positive and significant effect on employee sustainable performance; (3) Employee green behavior has a positive and significant effect on employee sustainable performance; (4) Green human resource management has a positive and significant effect on employee green behavior; (5) Green transformational leadership has a positive and significant effect on employee green behavior; (6) Employee green behavior mediates the influence of green human resource management on employee sustainable performance (7) Employee green behavior mediates the influence of green transformational leadership on employee sustainable performance.

The global environmental crisis has intensified the need for sustainable business practices. While prior research emphasizes emissions reduction and green supply chains, the precursors to Organizational Green Practices (OGP) remain underexplored. This study investigates how Green Transformational Leadership (GTL) and Green Human Resource Management (GHRM) drive OGP and enhance Green Environmental Performance (GEP). The research introduces the Green Balanced Scorecard (GBSC) framework and examines the moderating effects of top management commitment and organizational social capital on GEP. Using data from 427 senior leaders and HR managers in small to medium-sized manufacturing enterprises in Southern Vietnam, analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM), the study confirms that GTL, GHRM, and sustainability innovation significantly contribute to OGP. The findings reveal a strong link between OGP and GEP, with top management and social capital enhancing these effects, providing valuable guidance for sustainable organizational growth.

PurposeThis study aims to examine the effects of green human resource management (GHRM) and green transformational leadership (GTL) on employees’ green work behavior. This study also tests the mediating role of environmental value congruence (EVC) on the relationship of GHRM and GTL with employees’ green work behavior.Design/methodology/approachResponses were collected from 480 employees working in various Indian hotels using a two-wave survey design. The data was analyzed using Smart PLS 4.FindingsThe findings report significant indirect associations between GHRM and GTL on the one hand and in-role green behavior and extra-role green behavior on the other through EVC.Practical implicationsThis paper highlights leaders’ focus on creating environmentally focused HR practices in hotels. As employees are the face for customers, particularly in the hotel industry, green behavior creates a green image of the organization in consumers’ minds, which may result in long-term sustainable competitive advantage.Originality/valueThis study makes two significant contributions; one, it explores the effect of GTL and GHRM on hotel employees’ green behaviors and second, it also tests the mediating role of EVC in explaining the relationship between the focal constructs in the Indian Hotel industry which has not been studied before.

Employees’ green-oriented behavior can produce positive outcomes for sustainability in all sectors. However, the granularity of how such behaviors can be promoted is limited in the literature. Therefore, research explaining the effect of policies pursued by organizations and the effect of leadership on employee green-oriented behavior can be useful. This study addresses this need by drawing upon Social Cognitive Theory to examine the association of green human resource management (GHRM) with green creativity (GC). In addition, we examine the mediation effect of green self-efficacy (GSE) and the moderation effect of green transformational leadership (GTL) to provide robust insights into how organizations can motivate employees to generate innovative solutions to environmental challenges. The model is tested by analyzing multi-wave and multi-source data collected from luxury resorts and hotels. The findings confirm a positive association of GHRM with GC as well as the mediation effect of GSE on the association of GHRM and GC. However, the moderated mediation influence of GTL on the indirect effect of GHRM on GC is not supported. Our findings can help tourism organizations boost employees’ creativity, which, in turn, can support the use of green processes and help these organizations become better aligned with sustainable development goals.

The aviation industry is one of the significant sectors that create environmental pollution with the emission of carbon dioxide and nitrogen oxides. Bearing this in mind, the main goal of the present study is to determine the mediating role of Sustainable Development Goals (SDGs) in the effect of green transformational leadership on performance in the aviation sector and to make contribution to the literature. The study was conducted with 322 employees working in the aviation industry and the data obtained were analysed through the Smart-PLS program. The findings indicated that green transformational leadership had an effect of 0.146 on SDGs; SDGs had an effect of 0.190 on performance, and green transformational leadership had an effect of 0.108 on performance. Furthermore, it is found that sustainable development goals have a partial mediating role in the effect of green transformational leadership on performance and the result obtained by VAF calculation is realized to be significant. The study revealed that SDG1, SDG6, SDG10 and SDG14 items of the sustainable development goals were not fully understood by the participants. When the findings are considered, it can be stated that the study is important in terms of proving that green transformational leadership has an effect on performance and that a part of this effect can be explained by sustainable development goals. Even though this effect was explained more theoretically in previous studies, this issue has also been proven in practice. In addition, utilizing the Resource-Based View within the scope of the study also helped strengthen the theoretical infrastructure.

Effects of green transformational leadership on green performance of employees via the mediating role of corporate social responsibility: Reflection from North Cyprus

The purpose of this study is to examine the role of green transformational leadership (TL) that influences green product and process innovation. More specifically, drawing together from leadership and capability-based view, the present study views green dynamic capabilities (GDCs) as an important underlying mediating mechanism through which green TL prompts green innovation. It also examines the moderating role of environmental dynamism between green TL and GDCs. Data were collected from manufacturing SMEs using the convenience sampling technique at two points in time. PLS-SEM was utilised to perform the analysis. The results demonstrate that green TL has a significant direct and positive association with green product and process innovation. The results also show a positive effect of green TL on GDCs, and GDCs in turn promote green innovation. Furthermore, these findings suggest that environmental dynamism plays moderating role in the relationship between green TL and GDCs, which implies that green TL is more effective in determining GDCs under high environmental dynamism. The study contributes to theoretical and practical knowledge by elucidating the relationships among green TL and green product and process innovation, underscoring areas of managerial development that can affect sustainable product and process innovation, specifically in manufacturing SMEs industry.

Previous research has been limited in examining the causal relationship between green transformational leadership (GTL) and green supply chain management (GSCM), with the intermediary influence of green human resource management (GHRM), within the pharmaceutical sector of the Kingdom of Saudi Arabia (KSA). This gap persisted despite the recognition in Saudi Vision 2030 of logistics, specifically, supply chain management (SCM), as fundamental to the national development agenda, given that contemporary competitiveness lies in the efficacy of supply chains (SCs) rather than individual companies. Moreover, the achievement of economic progress hinges significantly on how well these accomplishments align with sustainability demands and obstacles. This paper aims to investigate the extent to which GTL fosters GRHM practices to enhance the maturity of GSCM performance in the pharmaceutical industry in the KSA. In other words, the research goal is to explain the variance of GSCM due to GHRM and GTL. Drawing upon the Resource-Based View (RBV) and the Ability–Motivation–Opportunity theory (AMO), GTL can enhance many aspects of GHRM, such as employee performance measurement, training content design, recruitment criteria, and green-based rewards policies, which positively influence GSCM practices. The methodology employed is deductive and translated into a questionnaire derived from a comprehensive review of the existing literature. This questionnaire was subsequently tested through the collection of 111 responses from pharmaceutical companies operating in the KSA. The results show the critical effects of GTL and GHRM on GSCM in this sector. The research provides fresh theoretical perspectives and actionable recommendations based on the outcomes. As for originality, this research explores the contribution of transformational leadership and green human resource management in enhancing SC sustainability. The research provides directions for future research to investigate the mediating or moderating impacts of other significant factors, such as green thinking or eco-friendly behaviour, on SCM sustainability. As for practical implications, this research came up with an in-depth understanding of SC managers and professionals regarding their practices related to sustainability.

The purpose of this paper is to investigate the effect of Green Transformational Leadership (GTL) on Organizational Citizenship Behavior (OCB) of Information Technology (IT) employees in Egypt. Significant research has been conducted to understand the influence of transformational leadership on various, yet outdated, OCB constructs. Since Corporate Social Responsibility (CSR) is closely related to OCB, this research looks at the effect of transformational leadership style, from an environmental perceptive on OCB. A simple random sample consisting of 378 IT employees working for Egyptian owned organizations was studied. Spearman's rank correlation coefficient and Multiple Linear Regression Analysis were used to test the research hypotheses. The research results show that all GTL dimensions had a significant effect on all OCB dimensions. This paper makes substantial contributions in highlighting the relationships between GTL and OCB. It also adds to the critical and theoretical understandings, essential in developing green leadership styles and OCB.

Purpose: Green Human Resource Management (GHRM) plays a vital role in transforming employee behavior and fostering an innovative culture toward environmental management. This study aims to examine the impact of GHRM on green innovation (GI) through the mediating role of Employee Green Passion (EGP) and to investigate the moderating effect of Green Transformational Leadership (GTL). Design/methodology/approach: The study employed a quantitative and deductive research approach. The hypothesized model was tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). Data were collected from first-line managers working in the cement manufacturing sector in two time lags. A total of 229 first-line managers participated in the survey, yielding a response rate of 72%. Findings: The results indicate that GHRM has a significant positive impact on both GI and EGP. Furthermore, EGP mediates the relationship between GHRM and GI. In addition, GTL was found to strengthen the relationship between EGP and GI, highlighting its moderating role in promoting environmentally innovative behaviors.

This study explored how green transformational leadership, green organizational identity, and green innovation affect performance. It also looked at the role of green organizational identity in mediating the relationship between green transformational leadership and green innovation, as well as the role of green innovation in mediating the relationship between green organizational leadership and performance. PLS–SEM was used to analyze 885 responses collected from Egyptian travel agency Category A employees. The results highlighted a significant and positive effect of green transformational leadership on green organizational identity, innovation, and performance. As well, the results depicted that green organizational identity affects significantly both green innovation and performance. The results also revealed that green organizational identity plays a partial mediating role in the relationship between green transformational leadership and innovation. Moreover, the results clarified that green innovation plays a partial mediating role in the relationship between green transformational leadership and performance. The study contributes to the theoretical understanding of green transformational leadership and performance in the tourism and hospitality industries. In practice, the study includes suggestions to managers in the tourism and hospitality industries on how to improve green innovation and performance through green transformational leadership. Limitations and future research directions were outlined.

This concept paper examines the relationship between green transformational leadership (GTL) and green employee involvement (GEI), highlighting how leadership practices can inspire and sustain employee involvement in sustainability initiatives. The primary objective is to develop a conceptual framework that explains the mechanisms through which GTL fosters GEI, emphasizing its role in enhancing organizational environmental performance. A systematic review of peer-reviewed articles published between 2020 and 2024 was conducted using the Web of Science and Scopus databases, applying keywords such as “green transformational leadership,” “green employee involvement,” and “green human resource management.” Seventeen high-quality studies were analysed, revealing that GTL significantly influences GEI through vision-setting, role modelling, empowerment, and the integration of green human resource management (GHRM) practices This study is underpinned by Transformational Leadership Theory, which explains how leaders inspire employees toward environmental goals, Ability, Motivation, and Opportunity (AMO) Theory, which highlights the importance of leadership in providing employees with the resources and incentives for green engagement, and Social Identity Theory, which describes how employees adopt pro-environmental behaviours by identifying with sustainability-focused leaders and organizations. Findings indicate that GTL fosters a shared environmental responsibility, motivating employees to actively contribute to sustainability initiatives such as waste reduction, energy conservation, and eco-innovation. This study contributes to leadership and sustainability literature by offering a theoretical foundation for future empirical research and providing practical insights for organizations seeking to enhance green employee involvement. The proposed framework serves as a valuable guide for academics and practitioners in leveraging leadership for sustainable organizational transformation.

Over the last few decades, environmental impacts have been a major concern not only for policymakers but also for scholars and leaders of organisations. The leadership of organisations can drive the green behaviour of their employees, thus driving the overall green performance of enterprises. In this research, we examined the direct influence of green transformational leadership (GTFL) on the environmental performance of food organisations and the indirect influence via green behaviour of employees. More specifically, we have examined the mediating effect of employee green behaviour, whether task-related or pro-environmental behaviour, on the association between GTFL and environmental performance. For this purpose, we adopted a pre-tested research instrument for data collection from 1050 employees in different food enterprises across the Kingdom of Saudi Arabia (KSA). We have used Amos structural equation modeling (SEM) to examine the direct and indirect effects of GTFL. The results confirmed a positive significant influence of GTFL on both dimensions of green behaviour, i.e., task-related and pro-environmental behaviour, and on environmental performance. The results showed a partial mediating effect of task-related behaviour in the link between GTFL and environmental performance, whereas pro-environmental behaviour has a perfect mediation effect. The results highlight the dynamic role of pro-environmental behaviour in affecting the above link and send a crucial message to leaders in the food industry about prioritizing pro-environmental behaviour when selecting and recruiting new employees. Additionally, development programs should be conducted to enhance the pro-environmental behaviours among employees.