Modeling Green Human Resource Management and Attraction to Organizations

Abstract

To address the gaps with regard to information on the influence of green human resource management on prospective employee outcomes, this study attempts to examine the effect of green human resource management on three different indicators of organizational attraction, i.e. organizational prestige, organizational attractiveness, and job pursuit intentions. Apart from examining the direct effects, this study endeavors to look into the psychological processes and boundary conditions underlying the relationship of green human resource management with job pursuit intentions by assessing the role of organizational prestige and organizational attractiveness as mediators and environmental orientation as a moderator. The study uses a two-sample experimental research design to test the hypothesized research model. Green human resource management was found to exercise a significant positive influence on job pursuit intentions and the relationship was mediated by organizational prestige and organizational attractiveness. In contrast to our expectations, personal environmental orientations of potential applicants failed to moderate the association of green human resource management with organizational attraction. This study establishes green human resource management as an important strategy for enhancing corporate reputation and contributes to limited micro-level literature on sustainable human resource management from the perspective of prospective recruits in an emerging economy.KeywordsGreen human resource managementJob pursuit intentionsOrganizational prestigeOrganizational attractiveness