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The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

Author

Listed:
  • Neuza Ribeiro

    (Centre of Applied Research in Management and Economics (CARME), School of Technology and Management, Polytechnic of Leiria, 2411-901 Leiria, Portugal)

  • Daniel Roque Gomes

    (School of Education, Polytechnic Institute of Coimbra, 3045-093 Coimbra, Portugal
    ICNOVA—Instituto de Comunicação da NOVA, 1069-061 Lisboa, Portugal)

  • Eduardo Ortega

    (Centre of Applied Research in Management and Economics (CARME), Polytechnic of Leiria, 2411-901 Leiria, Portugal)

  • Gabriela Pedro Gomes

    (Centre of Applied Research in Management and Economics (CARME), Polytechnic of Leiria, 2411-901 Leiria, Portugal)

  • Ana Suzete Semedo

    (School of Management, Hospitality and Tourism University of Algarve, 8005-139 Faro, Portugal
    Centre for Business and Economics Research-CeBER, 3004-512 Coimbra, Portugal
    Universidade de Santiago, Assomada 7310, Cape Verde)

Abstract

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.

Suggested Citation

  • Neuza Ribeiro & Daniel Roque Gomes & Eduardo Ortega & Gabriela Pedro Gomes & Ana Suzete Semedo, 2022. "The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification," Sustainability, MDPI, vol. 14(5), pages 1-13, March.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:5:p:2897-:d:762310
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    References listed on IDEAS

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    Cited by:

    1. Huseyin Keles & Ozgur Yayla & Abdullah Tarinc & Ali Keles, 2023. "The Effect of Environmental Management Practices and Knowledge in Strengthening Responsible Behavior: The Moderator Role of Environmental Commitment," Sustainability, MDPI, vol. 15(2), pages 1-18, January.
    2. Fatimah Mahdy & Mohammad Alqahtani & Faiz Binzafrah, 2023. "Imperatives, Benefits, and Initiatives of Green Human Resource Management (GHRM): A Systematic Literature Review," Sustainability, MDPI, vol. 15(6), pages 1-31, March.
    3. Tsung-Lin Wu & Hsiang-Te Liu, 2023. "Causal Model Analysis of the Effects of Civil Servants’ Perceived Formalism, Green Conscientiousness, and Moral Reflectiveness on Green Behavior," Sustainability, MDPI, vol. 15(7), pages 1-18, March.
    4. Carla Freire & Pietra Pieta, 2022. "The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction," Sustainability, MDPI, vol. 14(13), pages 1-14, June.

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