The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement

• Published in: International journal of organizational analysis (2005) Vol. 30; no. 1; pp. 7 - 23
• Main Author: Aboramadan, Mohammed
• Format: Journal Article
• Language: English
• Published: Bingley Emerald Publishing Limited 18-01-2022; Emerald Group Publishing Limited
• Subjects: Behavior; Employee behavior; Employees; Environmental management; Environmental performance; Higher education; Human resource management; Innovations; Literature reviews; Performance appraisal; Social exchange theory; Training; Green work engagement; In-role green behavior; Higher education; Green human resources management; Extra-role green behavior; Green innovative work behavior
• ISSN: 1934-8835; 1758-8561
• DOI: 10.1108/IJOA-05-2020-2190

Purpose
Building on the social exchange theory (SET), this study aims to propose a model of the effects of green human resource management on employee in-role, extra-role and green innovative work behavior (GIWB). This study proposes, building on both the job demands-resources model and SET, that the aforementioned links can be explained through the mediating role of green work engagement (GWE).
Design/methodology/approach
Data were collected from employees (n. 208) working in Palestinian higher education organizations using a self-administered questionnaire. The partial least squares-structural equation modeling was the primary statistical technique adopted to examine the study’s hypotheses.
Findings
The results suggest that green human resources management (GHRM) was a significant predictor of employee in-role green behavior, extra-role green behavior and GIWB. Furthermore, GWE demonstrated to be a significant intervening mechanism to explain the above-mentioned relationships.
Practical implications
The results provide useful insights for higher education policymakers on how GHRM may positively contribute to employee green outcomes.
Originality/value
This paper is novel for several reasons. First, it contributes to the general literature of GHRM. Second, it contributes to the limited body of knowledge on GHRM in the context of higher education. Third, the distinct contribution of this study is the introduction of GIWB as an outcome of GHRM, and GWE as a mediating variable in the relationship between GHRM and employee green behaviors.