Abstract
Ecological environment issues put forward higher requirements for enterprises to assume environmental responsibilities, and stimulating employee green behavior (EGB) to practice the concept of green development is of great significance. EGB has become the focus of academic attention. EGB is divided into voluntary green behavior (VGB) and task-related green behavior (TGB). However, existing studies have not distinguished the impact mechanism of green human resource management (GHRM) on employee VGB and TGB. Based on self-determination theory and social identity theory, this study discusses how GHRM affects VGB and TGB. This study used a questionnaire survey and collected valid data of 228 employees from manufacturing enterprises in China for empirical analysis. Results show that GHRM positively affects VGB and TGB, environmental belief (EB) mediates the positive relationship between GHRM and VGB, and green organizational identity (GOI) mediates the positive relationship between GHRM and TGB. Theoretical contributions, practical implications, and future research are also discussed.
Highlights
With the development of modern industry, ecological environment problems are emerging globally, such as the rise of global temperature, resource shortages, and pollution of water and soil resources
green human resource management (GHRM), which refers to the alignment of HRM practices such as recruitment, training, and performance appraisal with the enterprise’s environmental goals, was put forwarded, and GHRM is suggested to facilitate environmental management by stimulating employees’ workplace green behavior [10,12,14]
The results firstly show that GHRM positively affects voluntary green behavior (VGB) and task-related green behavior (TGB)
Summary
With the development of modern industry, ecological environment problems are emerging globally, such as the rise of global temperature, resource shortages, and pollution of water and soil resources. Global environmental treaties and regulations have become increasingly stringent, putting forward higher requirements for enterprises to assume environmental responsibilities. The green development of enterprises plays a vital role in promoting the green development of social economy and ecological sustainability [1,2]. An increasing number of enterprises are promoting green development by practicing corporate social responsibility [3]. Research has shown that the implementation of green measures in enterprises largely depends on the participation of employees [4]. Employee green behavior (EGB), which refers to employees’
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