Abstract
The public's growing concern about environmental issues has sparked study into green policies, particularly in human resource management strategy. Despite the fact that the theme of green human resource management (GHRM), defined as an environmental management-oriented human resource management strategy, has recently gained popularity, previous research has largely ignored the indirect effects of employee environmental commitment and organizational citizenship behavior for the environment (OCBE) on the links between GHRM practices and corporate environmental performance; and the interactive influences of among and GHRM practices on corporate environmental performance. This work aims to bridge such research gaps by examining a new conceptual framework that explores the direct, indirect, and interactive roles of GHRM practices to organizations’ environmental performance by extending Ability-Motivation Opportunity and social exchange theories.
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