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Promoting in-role and extra-role green behavior through ethical leadership: mediating role of green HRM and moderating role of individual green values

Author

Listed:
  • Talat Islam
  • Mubbsher Munawar Khan
  • Ishfaq Ahmed
  • Khalid Mahmood

Abstract

Purpose - Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values. Design/methodology/approach - The study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags. Findings - Hypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors. Research limitations/implications - A cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value. Practical implications - This study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals. Originality/value - This study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.

Suggested Citation

  • Talat Islam & Mubbsher Munawar Khan & Ishfaq Ahmed & Khalid Mahmood, 2020. "Promoting in-role and extra-role green behavior through ethical leadership: mediating role of green HRM and moderating role of individual green values," International Journal of Manpower, Emerald Group Publishing Limited, vol. 42(6), pages 1102-1123, December.
    • Handle: RePEc:eme:ijmpps:ijm-01-2020-0036
    DOI: 10.1108/IJM-01-2020-0036
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    Citations

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    Cited by:

    1. Khai The Nguyen & Phuong Ngoc Duy Nguyen & Cuong Quoc Tran & Truc Thi Thanh Do, 2024. "Green human resource management and employee pro-environmental behaviors: The role of individual green value," HO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCE - ECONOMICS AND BUSINESS ADMINISTRATION, HO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCE, HO CHI MINH CITY OPEN UNIVERSITY, vol. 14(2), pages 45-63.
    2. Malek Bakheet Elayan, 2023. "Green HRM and Organizational Sustainability: The Mediating Effect of Employees’ Attitudes during COVID-19 in the Jordanian Commercial Banking Sector," International Journal of Business and Management, Canadian Center of Science and Education, vol. 17(6), pages 1-43, February.

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