Examining the role of green human resource management practices on environmental behavior with the environmental knowledge mediation effect

Vanisri, K.; Padhy, P.C.

doi:10.22034/IJHCUM.2024.02.09

Document Type : ORIGINAL RESEARCH ARTICLE

Authors

VIT Business School, Vellore Institute of Technology, Vellore, Tamil Nadu. India

https://doi.org/10.22034/IJHCUM.2024.02.09

Abstract

BACKGROUND AND OBJECTIVES: Green human resource management contributes to developing an eco-friendly culture by influencing employee green behavior. This study intends to examine the role of green human resource management on voluntary and innovative work eco-friendly behavior using the mediating effect of environmental knowledge. This study examined the direct relationship between Green human resource management practices (recruitment, training and development, compensation, performance appraisal, and employee involvement) and green employee behavior (voluntary and green innovative work behavior). This addresses the growing environmental challenges and the need for sustainable business practices. In order to promote environmentally conscious behavior at work, employers can benefit from the study''s implications.
METHODS: This study evaluated how environmental knowledge mediates the connection between the green human resource management practices and environmental behavior. Data was drawn from 15 firms in the Indian service sector. To analyze a quantified data set collected through a survey method using structured questionnaire and sent to all respondents through Google forms online survey by using simple random sampling technique. All analyses were conducted using "Partial Least Squares Structural Equation Modeling.
FINDINGS: The analysis showed that green human resource management practices positively affect employee green behavior. Specifically, the results indicate that green recruitment, compensation, and employee involvement were positively related to one dimension of employee green behavior (green innovative work behavior). Green Performance appraisal was also found to affect green voluntary behavior positively. The path coefficients were positive, when the model’s path coefficients (β) and t-statistics were used to evaluate the relationship between the independent and dependent variables, t- value should greater than 1.96 and p value should be greater than 0.05, in this study the following hypotheses are statistically significant (H1c: β=0.392, P

Graphical Abstract

Keywords

Main Subjects

Urban ecology and related environmental concerns

OPEN ACCESS

©2024 The author(s). This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license, and indicate if changes were made. The images or other third-party material in this article are included in the article’s Creative Commons license, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons license and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this license, visit:

http://creativecommons.org/licenses/by/4.0/

PUBLISHER NOTE

Tehran Urban Research and Planning Center Publisher remains neutral concerning jurisdictional claims in published maps and institutional affiliations.

CITATION METRICS & CAPTURES

CURRENT PUBLISHER

Tehran Urban Research and Planning Center: Tehran Municipality

References

Abid, S.; Matloob, S.; Raza, A.; Ali, S.A., (2020). Theimpact of green human resource management on employee’s outcome: does environmental valuesmoderate?. PalArch's J. Archaeol. Egypt/Egyptol, 17(7): 13577-13591(15 pages).

Anderson, J.C.; Gerbing, D.W., (1988). Structural equation modeling in practice: A review and recommended two-step approach james. Eur. J. Int. Manage., 15(4): 511–538 (18 Pages).

Appelbaum, E., (2000). Manufacturing advantage: Why high-performance work systems pay off. Cornell University Press.

Bahadoran, M.; Ghasemi, H.; Farahani, A.; Hoseini, M., (2023). The effect of gamification on improving the performance of organizations by mediation of knowledge management. Int. J. Hum.Capital. Urban Manage., 8(1): 43-54 (12 pages).

Bailey, D.M., Tobasron, D.; Foltz, S.D., (1993). ROOFER : Membrane and flashing condition indexes for single-ply membrane roofs-inspection and distress manual by.USACERL Technical Report (102 pages).

Blok, V.; Wesselink, R.; Studynka, O.;Kemp, R., (2015). Encouraging sustainability in the workplace: A survey on the pro-environmental behaviour of university employeesJ. Clean. Prod.,106; 55–67 (14 pages).

Bos-Nehles, A.C.; Van Riemsdijk, M.J.; Kees Looise, J., (2013). Employee perceptions of line management performance: Applying the AMO theory to explain the effectiveness of line managers’ HRM implementation. J. Hum. Resour. Manage., 52(6): 861–877 (17 pages).

Brookes, M.; Altinay, L., (2017). Knowledge transfer and isomorphism in franchise networks. Int. J. Hosp. Manage., 62: 33-42 (10 pages).

Chan,E.S.W.; Hsu,C.H.C.,(2016).Environmental management research in hospitality.
Int. J. Contemp. Hosp. Manage., 28(5): 886–923 (38 pages).

Chaudhary, R., (2019). Green human resource management in Indian automobile industry. J. Glob. Responsib., 10(2): 161-175 (15 pages).

Coffie, R.B.; Boateng, K.A.; Alhassan, A.U., (2023). Knowledge management practices for enhanced organisational performance: can leadership style be a moderator? Electron. J. Knowl. Manage., 21(1): 13–28 (16 pages).

Cooper, D.R.; Schindler, P., (2014). Business research methods. Mcgraw-hill.

Edeh, E.; Lo, W.J.; Khojasteh, J., (2023). Review of Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R: A Workbook: By Joseph F. Hair Jr., G. Tomas M. Hult, Christian M. Ringle, Marko Sarstedt, Nicholas P. Danks, Soumya Ray. Cham, Switzerland: Springer, (2021). (197 pages). 0, Open Access; 59.99, Hardcover Book.

Fawehinmi, O.; Yusliza, M.Y.; Mohamad, Z.; Noor Faezah, J.; Muhammad, Z., (2020). Assessing the green behaviour of academics: The role of green human resource management and environmental knowledge. Int. J. Manpow., 41(7): 879–900 (22 pages).

Fawehinmi, O.; Yusliza, M.Y.; Wan Kasim, W.Z.; Mohamad, Z.; Sofian Abdul Halim, M.A., (2020). exploring the interplay of green human resource management, employee green behavior, and personal moral norms. SAGE Open, 10(4): (18 pages).

Fornell, C.; Larcker, D.F., (1981). Evaluating structural equation models with unobservable variables and Measurement error. J. Mark Res., 18(1): 39 (13 pages).

Garavan, T.; Ullah, I.; O’Brien, F.; Darcy, C.; Wisetsri, W.; Afshan, G.; Mughal, Y.H., (2022). Employee perceptions of individual green HRM practices and voluntary green work behaviour: a signalling theory perspective. Asia Pac. J. Hum. Resour., 61(1): 32-56 (25 pages).

Gefen, D.; Straub, D., Boudreau, M.C. (2000). Structural equation modeling and regression: Guidelines for research practice. Commun. Assoc. Inf. Syst, 4(1): p.7.

Gillani, S.M.F.; Iqbal, S.; Akram, S.; Rasheed, M., (2018). Specific antecedents of employees’ knowledge sharing behavior.VINE J. Inf. Knowl. Manag. Syst. 48(2): 178-198 (21 pages).

Hair, J. F.; Risher, J.J.; Sarstedt, M.; Ringle, C.M., (2019). When to use and how to report the results of PLS-SEM. Eur. Bus. Rev., 31(1): 2-24 (23 pages).

Hair, J.F.; Howard, M.C.; Nitzl, C., (2020). Assessing measurement model quality in PLS-SEM using confirmatory composite analysis. J. Bus. Res., 109 (December 2019): 101–110 (10 pages).

Henseler, J.; Ringle, C.M.; Sarstedt, M., (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. J. Acad. Mark. Sci., 43(1), 115–135 (21 pages).

Hang, L.; Yang, L., (2022). A cross-level study of the relationship between ethical leadership and employee constructive deviance : Effects of moral self-efficacy and psychological safety climate. Front. Psychol.September, 1–13 (13 pages).

Dumont, J.; Shen, J.; Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. J. Hum. Resour. Manag, 56(4), 613-627(15 pages).

Khan, K.; Shams, M.S.; Khan, Q.; Akbar, S.; and Niazi, M.M., (2022). Relationship Among Green Human Resource Management, Green Knowledge Sharing, Green Commitment, and Green Behavior: A Moderated Mediation Model. Front. Psychol. , 13: p.924492.

Kim, Y.J.; Kim, W.G.; Choi, H.M.; Phetvaroon, K., (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. Int. J. Hosp. Manage., 76(March 2018): 83–93 (11 pages).

Marin-Garcia, J.A.; Tomas, J.M., (2016). Deconstructing AMO framework: A systematic review. Intang. Cap., 12(4): 1040-1087 (47 pages).

Masykuri Azhari, A.; Pritasari, A., (2022). Generation z preference on leadership traits in indonesia and japan: a comparative study. Socia. Ser. Soc. Sc.,2(march): 48-70 (23 pages).

de Souza Moraes, S.; Jabbour, C.J.C.; Battistelle, R.A.; Rodrigues, J.M.; Renwick, D.S.; Foropon, C.; Roubaud, D., (2018). When knowledge management matters: interplay between green human resources and eco-efficiency in the financial service industry. Knowl. Manage, 23(9): 1691-1707 (22 pages).

Moghadam, H.; Samimi, M., (2022). Effect of condenser geometrical feature on evacuated tube collector basin solar still performance: Productivity optimization using a Box-Behnken design model. Desalination, 542: 116092 (8 pages).

Munawar, S.; Yousaf, D.H.Q.; Ahmed, M.; Rehman, D.S., (2022). Effects of green human resource management on green innovation through green human capital, environmental knowledge, and managerial environmental concern. J. Hosp. Tour. Manaeg., 52: 141–150 (10 pages).

Nawafleh, A.H.A., (2020). The impact of green human resource management (ghrm) practices on the competitive advantage of the Jordanian Educational Institutions. Soc. Sci.(COES&RJ-JSS), 9(4): 1479–1493 (15 pages).

Norton, T.A.; Parker, S.L.; Zacher, H.; Ashkanasy, N.M., (2015). Employee green behavior: a theoretical framework, multilevel review, and future research agenda. Organ. Environ, 28(1): 103–125 (23 pages).

Paudel, K.P., (2023). The association of knowledge management and academic performance in academia. Electron. J. Knowl. Manage., 21(1): 41–58 (18 pages).

Ramkissoon, H.; Sarkar, J.; Aboramadan, M.; Hameed, R.; Mahmood, A.; Shoaib, M., (2022). The Role of Green Human Resource Practices in Fostering Green Corporate Social Responsibility. Front. Psychol (16 pages).

Rayner, J.;Morgan, D., (2018). An empirical study of ‘green’ workplace behaviours: ability, motivation and opportunity. Asia Pac. J. Hum. Resour., 56(1): 56–78 (23 pages).

Ren, S.; Tang, G.; Jackson, S.E., (2020). Effects of Green HRM and CEO ethical leadership on organizations’ environmental performance. Int. J. Manpow., 42(6): 961–983 (23 pages).

Renwick, D.; Redman, T.; Maguire, S., (2013). Green Human Resource Management : A Review and. Int. J. Manage. Rev., 15(January): 1–14 (14 pages).

Renwick, D.W.(Ed.). (2018). Contemporary developments in green human resource management research: towards sustainability in action?. Routledge (220 pages).

Ringle, C.M., (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS : part I – method. September.Eur. Bus. Rev., (14 pages).

slam, T.; Khan, M.M.; Ahmed, I.; Mahmood, K., (2020). Promoting in-role and extra-role green behavior through ethical leadership: mediating role of green HRM and moderating role of individual green values. Int. J. Manpow., 42(6): 1102–1123 (22 pages).

Saeed, T.; Majed, N., Khan, T.; Mallika, H., (2019). Two-stage constructed wetland systems for polluted surface water treatment. J. Environ. Manage., 249(July): 109379 (15 pages).

Samimi, M.; Moghadam, H., (2024). Modified evacuated tube collector basin solar still for optimal desalination of reverse osmosis concentrate. Energy, 289: 129983 (8 pages).

Scholar, B.; Burchett, J.H.; Uk, A., (2015). Environmental literacy and its implications for effective public policy formation recommended citation CORE view metadata, citation and similar papers at core environmental literacy and its implications for .TRACE (53 pages).

Scott, S.G.; Bruce, R.A., (1994). Determinants of innovative behavior: a path model of individual innovation in the workplace. Acad Manage J , 37: 580-607 (28 pages).

Shen, J.; Dumont, J.;Deng, X., (2018). Employees’ perceptions of green HRM and non-green employee work outcomes: The social identity and stakeholder perspectives. Group Organ Manage ., 43(4): 594–622 (29 pages).

Siyal, A.W.; Donghong, D.; Umrani, W.A., Siyal, S.; Bhand, S., (2019). Predicting mobile banking acceptance and loyalty in Chinese bank customers. SAGE Open, 9(2): (21 pages).

Srividya, G.; Subashini, G.; Viyalakshmi, B., (2022). Green HRM practices in the banking sector–an employee Perspective. J. Posit Psychol., 6(5): 9039–9040 (2 pages).

Steg, L.; Vlek, C., (2009). Encouraging pro-environmental behavior: An integrative review and research agenda. J. Environ. Psychol., 29(3): 309-317 (9 pages).

Su, X.; Lin, W.; Wu, J.; Zheng, Q.; Chen, X.; Jiang, X., (2021). Ethical leadership and knowledge sharing : The effects of positive reciprocity and moral efficacy. SAGE Open (12 pages).

Ren, S.; Tang,G. ,Jackson, S.E., (2021). Effects of green HRM and CEO ethical leadership on organizations ’ environmental performance.Int. J. Manpow. 42(6): 9961-983 (23 pages).

Tang, G.; Chen, Y.; Jiang, Y.; Paillé, P.; Jia, J., (2018). Green human resource management practices: scale development and validity. Asia Pac. J. Hum. Resour. 56(1): 31–55 (25 pages).

Tajpour, M.; Moradi, F.;Jalali, S.E., (2018). Studying the influence of emotional intelligence on the organizational innovation. Int.J.Hum. Capital. Manag., 3(1): 45-52 (8 pages).

Tajpour, M.; Razavi, S.M. (2023). The effect of team performance on the internationalization of Digital Startups: The mediating role of entrepreneurship. Int. J. Hum. Capital. Manage., 8: 17-30 (14 pages).

Tirno, R.R.; Islam, N.; Happy, K., (2023). Green HRM and ecofriendly behavior of employees: Relevance of proecological climate and environmental knowledge. Heliyon, 9(4): e14632 (15 pages).

Watson, R.T.; Boudreau, M.C.; Chen, A.J., (2010). Information Systems and environmentally sustainable development: energy informatics and new directions for the IS community. MIS Quarterly, 34(1): pp.23-38 (16 pages).

Xiao, J.; Mao, J.Y.; Huang, S.; Qing, T., (2020). Employee-organization fit and voluntary green behavior: A cross-level model examining the role of perceived insider status and green organizational climate. Int. J. Environ. Res. Public Health, 17(7): (18 pages).

Yap, B.W.; Ramayah, T.; Wan Shahidan, W.N., (2012). Satisfaction and trust on customer loyalty: A PLS approach. J. Bus. Strat., 13(4): 154–167 (14 pages).

Yong, J.Y.; Yusliza, M.Y.; Fawehinmi, O.O., (2020). Green human resource management: A systematic literature review from 2007 to 2019. Benchmarking, 27(7): 2005–2027 (23 pages).

LETTERS TO EDITOR

International Journal of Human Capital in Urban Management (IJHCUM) welcomes letters to the editor for the post-publication discussions and corrections which allows debate post publication on its site, through the Letters to Editor. Letters pertaining to manuscript published in IJHCUM should be sent to the editorial office of IJHCUM within three months of either online publication or before printed publication, except for critiques of original research. Following points are to be considering before sending the letters (comments) to the editor.

[1] Letters that include statements of statistics, facts, research, or theories should include appropriate references, although more than three are discouraged.

[2] Letters that are personal attacks on an author rather than thoughtful criticism of the author’s ideas will not be considered for publication.

[3] Letters can be no more than 300 words in length.

[4] Letter writers should include a statement at the beginning of the letter stating that it is being submitted either for publication or not.

[5] Anonymous letters will not be considered.

[6] Letter writers must include their city and state of residence or work.

[7] Letters will be edited for clarity and length.

Name *

Email Address *

Affiliation *

Comments *

Security Code *

International Journal of Human Capital in Urban Management

Examining the role of green human resource management practices on environmental behavior with the environmental knowledge mediation effect

References

References

Send comment about this article

Volume 9, Issue 2 - Serial Number 34
April 2024
Pages 317-330

Examining the role of green human resource management practices on environmental behavior with the environmental knowledge mediation effect

References

References

Send comment about this article

Volume 9, Issue 2 - Serial Number 34April 2024Pages 317-330

Volume 9, Issue 2 - Serial Number 34
April 2024
Pages 317-330