Demystifying the relationships among green HRM, green work engagement, green innovation and environmental performance: a serial mediation model

IF 2.9 Q2 MANAGEMENT Social Responsibility Journal Pub Date : 2024-03-14 DOI:10.1108/srj-08-2023-0457

Jnaneswar K

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Abstract

Purpose

This study aims to demystify the mediating mechanism behind the relationship between green human resource management (HRM) and an organization’s environmental performance with the support of resource-based view theory and social exchange theory. Specifically, this study investigates the sequential mediation of green work engagement and green innovation on the direct effect of green HRM on environmental performance.

Design/methodology/approach

This quantitative study collected data from 311 employees working in various Indian manufacturing firms using an online survey. Structural equation modeling was used to determine the model fit of the serial mediation model, and PROCESS macro was used to test the hypotheses.

Findings

The findings of the study revealed the following important results. First, green HRM positively affects an organization’s environmental performance. Second, green work engagement mediates the effect of green HRM on environmental performance. Third, green innovation mediates the effect of green HRM on environmental performance. Fourth, green work engagement and green innovation sequentially mediate the green HRM–environmental relationship.

Practical implications

This study offers the following practical implications. First, it improves the managerial comprehension of the processes in enhancing environmental performance. Second, it implies that managers need to implement green HRM in their organizations as they play a pivotal role in improving employees’ green work engagement, organizations’ green innovation and environmental performance.

Originality/value

The present study is one of the primary research works that examined the serial mediating effect of green work engagement and green innovation in the relationship between green HRM and environmental performance. This study enriches the existing literature on green HRM and environmental performance by uncovering the mediating mechanism of green work engagement and green innovation.

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解密绿色人力资源管理、绿色工作参与、绿色创新和环境绩效之间的关系：串联中介模型

目的本研究旨在以基于资源的观点理论和社会交换理论为支持，揭示绿色人力资源管理（HRM）与组织环境绩效之间关系背后的中介机制。具体而言，本研究探讨了绿色工作参与和绿色创新对绿色人力资源管理对环境绩效直接影响的顺序中介作用。设计/方法/途径本定量研究通过在线调查收集了 311 名在印度不同制造企业工作的员工的数据。采用结构方程模型确定序列中介模型的模型拟合度，并采用 PROCESS 宏检验假设。首先，绿色人力资源管理会对组织的环境绩效产生积极影响。第二，绿色工作参与是绿色人力资源管理对环境绩效影响的中介。第三，绿色创新调节了绿色人力资源管理对环境绩效的影响。第四，绿色工作参与和绿色创新依次介导了绿色人力资源管理与环境之间的关系。首先，它提高了管理者对提高环境绩效过程的理解。原创性/价值本研究是研究绿色人力资源管理与环境绩效关系中绿色工作参与和绿色创新的序列中介效应的主要研究成果之一。本研究通过揭示绿色工作参与和绿色创新的中介机制，丰富了有关绿色人力资源管理和环境绩效的现有文献。

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来源期刊

Social Responsibility Journal MANAGEMENT-

CiteScore

7.30

自引率

6.20%

发文量

期刊介绍： The Social Responsibility Journal, the official journal of the Social Responsibility Research Network, is interdisciplinary in its scope and encourages submissions from any discipline or any part of the world which addresses any element of the journal''s aims. The journal encompasses the full range of theoretical, methodological and substantive debates in the area of social responsibility. Contributions which address the link between different disciplines and / or implications for societal, organisational or individual behavior are especially encouraged. The journal publishes theoretical and empirical papers, speculative essays and review articles. The journal also publishes special themed issues under the guidance of a guest editor. Coverage: Accountability and accounting- Issues concerning sustainability- Economy and finance- Governance- Stakeholder interactions- Ecology and environment- Corporate activity and behaviour- Ethics and morality- Governmental and trans-governmental regulation- Globalisation and disintermediation- Individuals and corporate citizenship- Transparency and disclosure- Consumption and its consequences- Corporate and other forms of organization