Does green human resources management (GHRM) promote employee environmental performance? A multilevel time-lagged study from Mongolia

Abstract

With the increased attention to green-related issues, companies started implementing environmentally-focused business management. Achieving environmentally sustainable development requires the joint participation of all members of an organization, thus, this study intends to explore the factors that affect employees’ environmental performance. We examined green human resources management’s (GHRM) impact on employees’ environmental performance with a cross-level analysis of team leaders and team members by adding green climate and green innovation behavior. Also, we proposed that employees’ environmental awareness can strengthen GHRM’s impact on green innovation behavior, thus moderating the relationship of the variables. We recruited 66 team leaders and 397 team members from four Mongolian telecommunication service companies to study the proposed hypotheses. We found that (1) GHRM positively impacted employees’ environmental performance. (2) Sequential mediation supported the mediating effect of green climate and green innovation behavior. (3) Employees’ environmental awareness moderated the GHRM and green innovation behavior relationship. The findings provide empirical support for the ability, motivation and opportunity (AMO) theory and highlight the importance of GHRM in employees’ behaviors in the workplace.

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