Please rotate your device to landscape mode to view the charts.

How green human resource management affects employee voluntary workplace green behaviour: An integrated model

Journal: Human Resource Management Journal

Date: 2024

Author: Yiwei Yuan, Shuang Ren, Guiyao Tang, Haochen Ji, Fang Lee Cooke, Zhining Wang

Abstract:
Green human resource management (GHRM), a set of HRM practices targeted at environmental goals, has been proposed as the key to achieving organisational sustainable development. However, the mechanisms through which GHRM influences employee green behaviour are not yet well understood. Drawing on conservation of resources theory, this study presents an integrated model revealing the mixed effects of GHRM on employees' voluntary workplace green behaviour (VWGB). Path analysis based on two studies undertaken in China largely supported our hypotheses. Specifically, GHRM was found to positively influence employees' VWGB through environmental commitment, while simultaneously decreasing their VWGB through emotional exhaustion. Meanwhile, supervisory support for environmental behaviour mitigated the impact of GHRM on emotional exhaustion as well as the relationship between GHRM and employee VWGB via emotional exhaustion. This study contributes to the GHRM literature in particular and organisational environmental management literature in general.

Link: Google Scholar

Background and Context

Green HR Management

Green human resource management (GHRM) includes practices like green recruitment, training, and rewards targeting environmental goals.

Research Gap

While GHRM is considered key for organizational sustainability, its mechanisms and effects on employee voluntary green behaviors remain unclear.

Research Approach

Using conservation of resources theory, two studies in China examined how GHRM influences voluntary workplace green behavior (VWGB).

GHRM Creates Both Positive and Negative Pathways to Green Behavior

Green HRM Environmental Commitment Emotional Exhaustion Voluntary Green Behavior + + + −
  • GHRM has both positive and negative effects on employee voluntary workplace green behavior (VWGB).
  • Environmental commitment positively mediates the relationship between GHRM and VWGB, increasing green behaviors.
  • Emotional exhaustion negatively mediates the relationship, reducing employees' willingness to engage in VWGB.

Supervisory Support Reduces the Negative Effects of GHRM

Strong Effect Weak Effect Green HRM Green HRM Emotional Exhaustion Emotional Exhaustion Low Support High Support
  • When supervisory green support is low, GHRM strongly increases emotional exhaustion in employees.
  • High supervisory green support weakens the relationship between GHRM and emotional exhaustion.
  • Supervisors play a crucial role in helping employees cope with the resource demands of GHRM.

Key Relationships Between GHRM and Employee Outcomes

  • GHRM has a stronger positive relationship with environmental commitment (0.47) than with emotional exhaustion (0.30).
  • Supervisory support for environmental behavior has a stronger positive relationship with VWGB (0.26) than environmental commitment (0.21).
  • Emotional exhaustion shows a negative correlation with voluntary workplace green behavior (-0.10).

Indirect Effects of GHRM on Voluntary Green Behavior Depend on Supervisory Support

  • The indirect positive effect of GHRM through environmental commitment is consistent across both studies.
  • The negative indirect effect through emotional exhaustion is significantly stronger when supervisory support is low.
  • Study 2 shows stronger effects overall, with the negative pathway through emotional exhaustion being particularly pronounced.

Implementation Levels of Different Green HRM Practices Vary Across Organizations

  • Study 1 shows uneven implementation of GHRM practices, with green performance management significantly lagging behind other practices.
  • Study 2 reveals more balanced implementation across different GHRM practices in various organizations.
  • Green recruitment and green involvement are the most widely implemented GHRM practices across both studies.

Contribution and Implications

  • Organizations need a balanced approach to GHRM that considers both its positive and negative impacts on employees.
  • Supervisory support is crucial for mitigating the emotional exhaustion that can result from implementing GHRM practices.
  • GHRM promotes environmental commitment but may simultaneously create pressure and emotional exhaustion for employees.
  • Organizations should integrate GHRM with strategic management while providing adequate resources to support employee green behaviors.
  • Well-designed GHRM practices with strong supervisor support can enhance voluntary green behaviors while minimizing employee burnout.

Data Sources

  • Visualization 1 (Dual Pathways Model) is based on the conceptual framework presented in Figure 1 of the article.
  • Visualization 2 (Supervisory Support) is based on the moderating effects illustrated in Figures 2 and 3.
  • Visualization 3 (Key Relationships) uses correlation data from Table 1 showing relationships between study variables.
  • Visualization 4 (Indirect Effects) combines data from Tables 2 and 4 showing indirect effect sizes from both studies.
  • Visualization 5 (GHRM Practices) uses implementation data from Appendix Table B1 showing adoption levels of GHRM practices.