The impact of green human resource management practices on employee environmental performance: the role of environmental commitment, organizational citizenship behavior toward environment and green skepticism.

Abstract

The rapid economic development of many countries has led to environmental harm. Under the supervision of various stakeholders, such as the government, companies have gradually adopted sustainable policies to achieve environmental efficiency, including Green Human Resource Management (GHRM). Previous studies have examined the impact of GHRM on environmental performance rather than employees' environmental effectiveness. This study employs Conservation of Resources (COR) and Ability-Motivation-Opportunity (AMO) theories to investigate the factors influencing employees' environmental performance. A mixed-method research approach (combining both quantitative and qualitative methods) was applied using SmartPLS 4.0 software. The results indicate that GHRM influences employee environmental performance through the mediating roles of Organizational Citizenship Behavior for the Environment (OCBE) and employee environmental commitment. Notably, in the context of six industrial zones in the Southeastern region, green skepticism negatively moderates the relationship between GHRM and OCBE, as well as between OCBE and employee environmental performance.