{"title":"Correction to “Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values”","authors":"","doi":"10.1002/hrm.22193","DOIUrl":null,"url":null,"abstract":"<p>Dumont, J., Shen, J. and Deng, X. (2017), Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values. Hum Resour Manage, 56: 613–627. https://doi.org/10.1002/hrm.21792</p><p>On P.619: in-role and extra-role green behavior is measured using the respective five and six-item scales (instead of three-item scales) developed by Bissing-Olson, Iyer, Fielding, and Zacher (2013). On P.620: CFI = 0.92 and TFI = 0.91 for the four-factor model instead of CFI = 0.86 and IFI = 0.86. On P.621: the partial mediation (χ<sup>2</sup> = 398.032, df = 166, RMSEA = 0.06, CFI = 0.97, TLI =0.97) fitted slightly better than the full-mediation model (χ<sup>2</sup> = 451.139, df = 167, RMSEA = 0.07, CFI = 0.96, TLI =0.95) for in-role behavior. The partial mediation (χ2 = 430.859, df = 186, RMSEA = 0.058, CFI = 0.97, TLI =0.97) is not significantly better than the full-mediation model (χ<sup>2</sup> = 433.279, df = 187, RMSEA = 0.058, CFI = 0.97, TLI =0.96) for extra-role behavior. When the CVs are included, the main effects of green HRM were found to be significant for both in-role green behavior (β = 0.30, p < 0.01) and extra-role green behavior (β = 0.19, p < 0.01).</p><p>We apologize unreservedly for this error.</p>","PeriodicalId":48310,"journal":{"name":"Human Resource Management","volume":"63 1","pages":"159"},"PeriodicalIF":6.0000,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1002/hrm.22193","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Resource Management","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1002/hrm.22193","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
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Abstract
Dumont, J., Shen, J. and Deng, X. (2017), Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values. Hum Resour Manage, 56: 613–627. https://doi.org/10.1002/hrm.21792
On P.619: in-role and extra-role green behavior is measured using the respective five and six-item scales (instead of three-item scales) developed by Bissing-Olson, Iyer, Fielding, and Zacher (2013). On P.620: CFI = 0.92 and TFI = 0.91 for the four-factor model instead of CFI = 0.86 and IFI = 0.86. On P.621: the partial mediation (χ2 = 398.032, df = 166, RMSEA = 0.06, CFI = 0.97, TLI =0.97) fitted slightly better than the full-mediation model (χ2 = 451.139, df = 167, RMSEA = 0.07, CFI = 0.96, TLI =0.95) for in-role behavior. The partial mediation (χ2 = 430.859, df = 186, RMSEA = 0.058, CFI = 0.97, TLI =0.97) is not significantly better than the full-mediation model (χ2 = 433.279, df = 187, RMSEA = 0.058, CFI = 0.97, TLI =0.96) for extra-role behavior. When the CVs are included, the main effects of green HRM were found to be significant for both in-role green behavior (β = 0.30, p < 0.01) and extra-role green behavior (β = 0.19, p < 0.01).
期刊介绍：
Covering the broad spectrum of contemporary human resource management, this journal provides academics and practicing managers with the latest concepts, tools, and information for effective problem solving and decision making in this field. Broad in scope, it explores issues of societal, organizational, and individual relevance. Journal articles discuss new theories, new techniques, case studies, models, and research trends of particular significance to practicing HR managers
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