Green human resource management and green organizational citizenship behavior: do green culture and green values matter?

被引：58
|
作者：
Hooi, Lai Wan [1 ]
Liu, Min-Shi [2 ]
Lin, Joe J. J. [2 ]
机构：
[1] Chang Jung Christian Univ, Coll Management, Tainan, Taiwan
[2] Soochow Univ, Dept Business Adm, Taipei, Taiwan
来源：
INTERNATIONAL JOURNAL OF MANPOWER | 2022年 / 43卷 / 03期
关键词：
Green human resource management; Green organizational citizenship behavior; Green culture; Green values; Partial least square structural equation modeling; Taiwan; ENVIRONMENTAL PERFORMANCE; HRM PRACTICES; HEALTH-CARE; SUSTAINABILITY; COMPANIES; OPPORTUNITY; MOTIVATION; EMPLOYEES; OUTCOMES; BELIEFS;
D O I：
10.1108/IJM-05-2020-0247
中图分类号：
F24 [劳动经济];
学科分类号：
020106 ; 020207 ; 1202 ; 120202 ;
摘要：
Purpose Drawing on the Ability-Motivation-Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator. Design/methodology/approach Valid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis. Findings The results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture-G-OCB relationship is significant. Originality/value The originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.
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页码：763 / 785
页数：23
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