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Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator.
Psychol Res Behav Manag. 2023; 16:383-396.PR

Abstract

Purpose

Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee's in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior.

Methods

The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees.

Results

The findings indicate that green HRM practices have a positive effect on employees' in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment).

Discussion

The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly.

Links

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Authors+Show Affiliations

Li W
School of Maritime Economics and Management, Dalian Maritime University, Dalian, Liaoning, People's Republic of China.
Abdalla AA
Academic Programs for Military Colleges, Abu Dhabi University, Abu Dhabi, United Arab Emirates.
Mohammad T
College of Business Administration, American University in the Emirates, Dubai, United Arab Emirates.
Khassawneh O
The Emirates Academy of Hospitality Management, Dubai, United Arab Emirates.
Parveen M
Department of Management Sciences, Comsat University Islamabad, Islamabad, Pakistan.

Pub Type(s)

Journal Article

Language

eng

PubMed ID

36798875

Citation

Li, Wei, et al. "Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator." Psychology Research and Behavior Management, vol. 16, 2023, pp. 383-396.
Li W, Abdalla AA, Mohammad T, et al. Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator. Psychol Res Behav Manag. 2023;16:383-396.
Li, W., Abdalla, A. A., Mohammad, T., Khassawneh, O., & Parveen, M. (2023). Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator. Psychology Research and Behavior Management, 16, 383-396. https://doi.org/10.2147/PRBM.S396114
Li W, et al. Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator. Psychol Res Behav Manag. 2023;16:383-396. PubMed PMID: 36798875.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator. AU - Li,Wei, AU - Abdalla,Alaa Amin, AU - Mohammad,Tamara, AU - Khassawneh,Osama, AU - Parveen,Mahwish, Y1 - 2023/02/11/ PY - 2022/11/16/received PY - 2023/01/24/accepted PY - 2023/2/17/entrez PY - 2023/2/18/pubmed PY - 2023/2/18/medline KW - MNC’s KW - employee in-role green behavior KW - green HRM practices KW - psychological green climate KW - spiritual leadership KW - supplies-values fit theory SP - 383 EP - 396 JF - Psychology research and behavior management JO - Psychol Res Behav Manag VL - 16 N2 - Purpose: Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee's in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior. Methods: The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees. Results: The findings indicate that green HRM practices have a positive effect on employees' in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment). Discussion: The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly. SN - 1179-1578 UR - https://www.unboundmedicine.com/medline/citation/36798875/Towards_Examining_the_Link_Between_Green_HRM_Practices_and_Employee_Green_in_Role_Behavior:_Spiritual_Leadership_as_a_Moderator_ DB - PRIME DP - Unbound Medicine ER -