{"title":"更正“绿色人力资源管理实践对员工工作场所绿色行为的影响：心理绿色气候和员工绿色价值观的作用”","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":"{\"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}","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}
引用次数: 0
摘要
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.21792On P.619：角色内和角色外绿色行为分别使用 Bissing-Olson、Iyer、Fielding 和 Zacher（2013 年）开发的五项和六项量表（而非三项量表）进行测量。关于 P.620：四因素模型的 CFI = 0.92 和 TFI = 0.91，而不是 CFI = 0.86 和 IFI = 0.86。关于 P.621：角色内行为的部分中介模型（χ2 = 398.032，df = 166，RMSEA = 0.06，CFI = 0.97，TLI = 0.97）比完全中介模型（χ2 = 451.139，df = 167，RMSEA = 0.07，CFI = 0.96，TLI = 0.95）略好。在角色外行为方面，部分中介模型（χ2 = 430.859，df = 186，RMSEA = 0.058，CFI = 0.97，TLI =0.97）并没有明显优于完全中介模型（χ2 = 433.279，df = 187，RMSEA = 0.058，CFI = 0.97，TLI =0.96）。当包括 CV 时，绿色人力资源管理的主效应对角色内绿色行为（β = 0.30，p < 0.01）和角色外绿色行为（β = 0.19，p < 0.01）均显著。
Correction to “Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values”
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).
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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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