Green human resource management practices and employee green behavior

• Published in: Journal of environmental planning and management Vol. 67; no. 12; pp. 2810 - 2836
• Main Authors: Veerasamy, Udhayageetha, Joseph, Michael Sammanasu, Parayitam, Satyanarayana
• Format: Journal Article
• Language: English
• Published: Abingdon Routledge 14.10.2024; Taylor & Francis Ltd
• Subjects: Compensation; Conceptual models; Employees; Green Human Resource Management; green institutional initiatives; green performance appraisal and management; green recruitment strategies; green training and development; Human resource management; Human resources management; India; Job training; Performance management; Recruitment; Resource management; Respondents; Rewards; social identification; Social identity; Social motivation; Staff participation; Strategies; Worker participation; India
• ISSN: 0964-0568; 1360-0559; 1360-0559
• DOI: 10.1080/09640568.2023.2205005

This research explores the effect of Green Human Resource Management (GHRM) practices on employee green behavior (EGB). A conceptual model involving two double-moderations is developed and tested with the data collected from 397 respondents from various industries in India. Hayes's PROCESS macros were used in testing the hypotheses. Consistent with the Ability-Motivation-Opportunity (AMO) and Social Identity Theory (SIT), the green recruitment strategies (GRS) and green institutional initiatives (GII) positively predict EGB. The results indicate that the significant three-way interaction between GRS, employee green training and development (E-GTD), and employee green participation and involvement (E-GPI) influenced EGB. The findings also suggest that the three-way interaction between GII, employee green performance management, appraisal (E-GPMA), employee green compensation, and rewards (E-GCR) influencing the EGB was significant. The implications for green human resource management (G-HRM) and sustainability are discussed.