Green human resource management, job embeddedness and their effects on restaurant employees’ green voice behaviors

• Published in: International journal of contemporary hospitality management Vol. 35; no. 10; pp. 3453 - 3480
• Main Authors: Tabrizi, Reza Sharbaf, Karatepe, Osman M., Rezapouraghdam, Hamed, Rescalvo-Martin, Elisa, Enea, Constanta
• Format: Journal Article
• Language: English
• Published: Bradford Emerald Publishing Limited 30.08.2023; Emerald Group Publishing Limited
• Subjects: Behavior; Employees; Employment; Hospitality industry; Human resource management; Hypotheses; Literature reviews; Manufacturing; Restaurants; Social exchange theory; Social responsibility; Sustainable development; Green prohibitive voice behavior; Green promotive voice behavior; Restaurant employees; Green human resource management; Job embeddedness
• ISSN: 0959-6119; 1757-1049; 0959-6119
• DOI: 10.1108/IJCHM-06-2022-0750

Purpose The purpose of this study is to test the interrelationships of green human resource management (GHRM), job embeddedness (JEM), green promotive voice behavior and green prohibitive voice behavior. It assesses JEM as a mediator of the link between GHRM and the aforesaid green voice behavioral consequences. Design/methodology/approach Data obtained from the employees of 11 restaurants in Northern Cyprus were used to gauge the said relationships via the partial least squares structural equation modeling. Findings GHRM boosts employees’ JEM. Employees high on JEM exhibit green promotive and prohibitive behaviors at elevated levels. JEM is the psychological mechanism relating GHRM to green work outcomes. Practical implications Restaurateurs should create an environment that enables employees to speak up and share their opinions on the problems and challenges concerning the environmental sustainability and green initiatives of the restaurant. In addition, they should develop and maintain good relations with employees via GHRM practices. These are important implications that would promote eco-friendly behaviors among employees. Originality/value This paper focuses on JEM, green promotive voice behavior and green prohibitive voice behavior as the neglected outcomes of GHRM. That is, there is no empirical evidence reporting that GHRM fosters employees’ JEM. This is also true for JEM as a mediator linking GHRM to the aforementioned dimensions of green voice behavior. With this stated in mind, this study fills in these gaps.