Green human resource management, perceived green organizational support and their effects on hotel employees’ behavioral outcomes

• Published in: International journal of contemporary hospitality management Vol. 33; no. 10; pp. 3199 - 3222
• Main Authors: Aboramadan, Mohammed, Karatepe, Osman M
• Format: Journal Article
• Language: English
• Published: Bradford Emerald Publishing Limited 20.10.2021; Emerald Group Publishing Limited
• Subjects: Behavior; Competitive advantage; Employees; Environmental management; Environmental policy; Environmental quality; Hotels & motels; Human resource management; Influence; Sustainable development; Hotel employees; Job performance; Perceived green organizational support; Organizational citizenship behavior; Green human resource management
• ISSN: 0959-6119; 1757-1049
• DOI: 10.1108/IJCHM-12-2020-1440

Purpose This paper aims to propose a research model that explores perceived green organizational support (OS) as a mediator of the effect of green human resource management (GHRM) on job performance (JP) and organizational citizenship behavior toward the organization (OCB-O). Design/methodology/approach This paper used data obtained from small- and medium-sized hotels in Palestine. The associations given above were tested using structural equation modeling. Findings The findings reveal that GHRM boosts hotel employees’ perceptions of green OS. That is, the effective implementation of GHRM is a sign of perceived green OS. Congruent with the study predictions, employees’ perceptions of green OS activate their JP and OCB-O. Finally, perceived green OS mediates the impact of GHRM on JP and OCB-O. Practical implications Management should take advantage of green human resource practices to acquire and retain talented employees whose environmental goals and values fit those of the company. Employees should be involved in problem-solving on environmental sustainability and green management. They should also participate in continuous training programs and enhance their awareness of environmental sustainability and green management. Originality/value There is a lack of evidence appertaining to the effects of GHRM and perceived green OS on non-green positive workplace performance outcomes. More importantly, there is a scarcity of evidence about the mechanism linking GHRM to these performance outcomes.