Article2023

Green human resource management practices as a strategic choice for enhancing employees' environmental outcomes: an affective events theory perspective

Rimsha Iqbal · Khurram Shahzad · Richa Chaudhary

22 citations0/0 files storedInternational Journal of Manpower

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Environmental Sustainability in Business Job Satisfaction and Organizational Behavior Environmental Education and Sustainability

Abstract

Purpose Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP). Design/methodology/approach Time-lagged and multisource data were collected from employee–coworker dyads ( n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique. Findings Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE. Originality/value This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 22 citations exist upstream.

References

1981Evaluating Structural Equation Models with Unobservable Variables and Measurement Error 2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.2014A new criterion for assessing discriminant validity in variance-based structural equation modeling 2015Common Method Bias in PLS-SEM 1996Affective Events Theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work.2012Green Human Resource Management: A Review and Research Agenda*2016Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values 2006Strategic Human Resources Management: Where Do We Go From Here?

Cited by

2025A systematic literature review on employee well-being: Mapping multi-level antecedents, moderators, mediators and future research agenda 2025Does green human resource management foster green advocacy? A perspective of conservation of resources theory 2024All gain and no pain? Impacts of different green human resource management practices on employee green behavior: Evidence from Chinese electric vehicle sector

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.