GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE ENVIRONMENTAL PERFORMANCE: A MODERATED MEDIATION MODEL

The aggravation of environmental pollution has prompted people to think about green governance and the pursuit of sustainable development. Since the global green development has entered a new stage, each industrial chain has started green upgrading. The mobility of human resources is an important factor for enterprises to realize their goals and can bring unique resource advantages. To investigate whether and how green human resource management (GHRM) practices affect corporate environmental performance, based on the theory of social information processing and using the multi-time point data obtained from 522 employees between March 2022 and August 2022, the internal mechanism between GHRM and corporate environmental performance was analysed, the mediating role of environmental passion and environmental responsibility, and the moderating role of supervisor support in the relationship between GHRM and corporate environmental performance were tested. Results show that: (1) GHRM has a positive and significant impact on corporate environmental performance. (2) The environmental passion and environmental responsibility of employees mediate the relationship between GHRM and corporate environmental performance, respectively. (3) Supervisor support positively moderates the direct relationship between GHRM and the environmental passion and environmental responsibility of employees. (4) Supervisor support positively moderates the indirect effect of GHRM on corporate environmental performance through the environmental passion and environmental responsibility of employees. The findings of this study provide a new perspective for implementing of green human resource (GHR) practices in enterprises. The conclusions help enterprises focus on the effects of HR practices at the individual level as well as lay a theoretical foundation for implementing GHR practices in enterprises.