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How Do Green Human Resource Management Practices Encourage Employees to Engage in Green Behavior? Perceptions of University Students as Prospective Employees

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  • Ozlem Ercantan

    (Business Administration Department, Faculty of Economics and Administrative Sciences, Near East University, Cyprus/Mersin 10, Nicosia 99010, Turkey)

  • Serife Eyupoglu

    (Business Administration Department, Faculty of Economics and Administrative Sciences, Near East University, Cyprus/Mersin 10, Nicosia 99010, Turkey)

Abstract

This study measured the perceptions of prospective employees (university students) towards organizations practicing green human resource management and how these perceptions could influence their future green behavior in the workplace. The sample of the study consisted of students from the largest university in North Cyprus and 400 questionnaires were administered with 342 valid responses being returned. The data was tested by confirmatory factor analysis by using analysis of moment structures (AMOS) software version 24.0 and factor, regression, and correlation analyses were conducted. The data analysis revealed that green human resource management had a direct influence on prospective employees’ perceived green task-related and voluntary behaviors and an indirect influence via the mediation of psychological green climate perception. The importance of incorporating sustainable dimensions within HRM departments, as well as the function of GHRM practices in achieving sustainability, was highlighted in this study. This study further contributes to the literature of behavioral HRM and focuses on the green side of HRM to contribute to the environmental management literature as well as providing insight into prospective employees’ (students) perceptions of GHRM practices, which will create an impact on their future green workplace behaviors.

Suggested Citation

  • Ozlem Ercantan & Serife Eyupoglu, 2022. "How Do Green Human Resource Management Practices Encourage Employees to Engage in Green Behavior? Perceptions of University Students as Prospective Employees," Sustainability, MDPI, vol. 14(3), pages 1-21, February.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:3:p:1718-:d:740678
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    References listed on IDEAS

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    1. Pascal Paillé & Yang Chen & Olivier Boiral & Jiafei Jin, 2014. "The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study," Journal of Business Ethics, Springer, vol. 121(3), pages 451-466, May.
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    Cited by:

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    3. Nkechi Vivian Adubor & Anthonia Adenike Adeniji & Odunayo Paul Salau & Oluwapelumi John Olajugba & Grace Oluwabukola Onibudo, 2022. "Exploring Green Human Resource Adoption and Corporate Sustainability in Nigerian Manufacturing Industry," Sustainability, MDPI, vol. 14(19), pages 1-15, October.
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    6. Jorge F. S. Gomes & Ana Sabino & Vanessa Antunes, 2023. "The Effect of Green Human Resources Management Practices on Employees’ Affective Commitment and Work Engagement: The Moderating Role of Employees’ Biospheric Value," Sustainability, MDPI, vol. 15(3), pages 1-18, January.
    7. Shaha Faisal, 2023. "Green Human Resource Management—A Synthesis," Sustainability, MDPI, vol. 15(3), pages 1-21, January.
    8. Mohammed A. Abu Rumman & Enas Alqudah, 2024. "The Impact of Green HRM on Lean Soft Practices Implementation: A Mediating Role of Organizational Flexibility," Global Journal of Flexible Systems Management, Springer;Global Institute of Flexible Systems Management, vol. 25(4), pages 705-731, December.
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