绿色人力资源管理与组织中的绿色服务行为：内在机制考察

IF 1.4 Q3 MANAGEMENT South Asian Journal of Human Resource Management Pub Date : 2022-10-04 DOI:10.1177/23220937221119908

Kalimullah Khan, Q. Khan, Shakir Jalaly, M. Shams, Tazeem Ali Shah

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引用次数: 3

摘要

本研究旨在探讨感知绿色人力资源管理对感知角色内和角色外绿色服务行为的影响。具体而言，利用社会认同理论，作者测试了绿色承诺如何中介GHRM与员工绿色行为之间的关系。本研究采用非人为设置的横断面研究设计，从阿富汗银行业雇员的203个回应中收集数据。采用SmartPLS 3软件进行偏最小二乘结构方程建模。实证结果证实，绿色承诺在GHRM与员工角色内、角色外绿色服务行为之间具有中介作用。本研究探讨了绿色承诺作为GHRM实践影响员工角色内和角色外绿色行为的新机制。

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Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism

This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.