Ali, Murad and Shujahat, Muhammad and Fatima, Noureen and Lopes de Sousa Jabbour, Ana Beatriz and Vo-Thanh, Tan and Salam, Mohammad Asif and Latan, Hengky (2024) Green HRM practices and corporate sustainability performance. Management Decision. DOI https://doi.org/10.1108/md-05-2023-0787
Ali, Murad and Shujahat, Muhammad and Fatima, Noureen and Lopes de Sousa Jabbour, Ana Beatriz and Vo-Thanh, Tan and Salam, Mohammad Asif and Latan, Hengky (2024) Green HRM practices and corporate sustainability performance. Management Decision. DOI https://doi.org/10.1108/md-05-2023-0787
Ali, Murad and Shujahat, Muhammad and Fatima, Noureen and Lopes de Sousa Jabbour, Ana Beatriz and Vo-Thanh, Tan and Salam, Mohammad Asif and Latan, Hengky (2024) Green HRM practices and corporate sustainability performance. Management Decision. DOI https://doi.org/10.1108/md-05-2023-0787
Abstract
Purpose: The existing literature indicates that the ultimate purpose of green human resource management (GHRM) practices is to enhance sustainable corporate performance by shaping employees’ green behaviors. In this vein, we argue that green organizational culture and employee existing pro-environmental behaviors are the important factors or channels through which GHRM practices shape green employee behaviors for sustainable corporate performance. Consequently, we draw on the ability, motivation, and opportunity (AMO) framework to examine how firms’ GHRM practices indirectly shape employee green behavior for sustainable corporate performance by cultivating and reinforcing green organizational culture under the boundary condition of high employee pro-environmental behavior. Design/methodology/approach: This study uses multi-source, dyadic, and time-lagged data collected from green HR managers and employees in 242 ISO-14001-certified green firms in the Kingdom of Saudi Arabia. The study applies structural equation modeling through LISREL 12 software for testing of hypotheses. Findings: The findings support the postulation that GHRM practices, directly and indirectly, shape employee green behaviors for sustainable performance. GHRM practices indirectly enhance employee green behaviors for sustainable performance by cultivating and fostering the green organizational culture in the presence of high pro-environmental behavior. Practical implications: This study outlines theoretical and practical implications on how HRM managers require an established green organizational culture and employee pro-environmental behaviors to effectively direct GHRM for enhanced sustainable corporate performance. HRM managers should make use of appropriate interventions, including but not limited to GHRM practices, to foster a green organizational culture and employee pro-environmental behaviors. Originality/value: This is an original study that outlines the importance of alignment between Green HRM practices and employee pro-environmental behaviors towards shaping green organizational culture and employee behaviors for corporate sustainability. The study demonstrates how GHRM practices enhance sustainable corporate performance through sequential mediations of green organizational culture and employee green behaviors, and under the boundary condition of pro-environmental behavior.
Item Type: | Article |
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Uncontrolled Keywords: | Green human resource management, Sustainable human resource management, Corporate sustainability performance, Green organizational culture, Employee green behavior, LISREL, Saudi Arabia |
Divisions: | Faculty of Social Sciences Faculty of Social Sciences > Essex Business School |
SWORD Depositor: | Unnamed user with email elements@essex.ac.uk |
Depositing User: | Unnamed user with email elements@essex.ac.uk |
Date Deposited: | 01 Jul 2024 14:04 |
Last Modified: | 30 Oct 2024 21:24 |
URI: | http://repository.essex.ac.uk/id/eprint/38488 |
Available files
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