All gain and no pain? Impacts of different green human resource management practices on employee green behavior: Evidence from Chinese electric vehicle sector

Despite much research focusing on green human resource management, there is still a lack of comprehension regarding when and how different green human resource management practices influence employee green behavior. This research aims to construct and verify a research model in which different green...

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Vydáno v:Journal of cleaner production Ročník 478; s. 143938
Hlavní autoři: Xie, Huirong, Ho, Ree Chan, Ismail, Nurlida, Lau, Teck Chai
Médium: Journal Article
Jazyk:angličtina
Vydáno: Elsevier Ltd 01.11.2024
Témata:
Electric vehicle industry
electric vehicles
Employee green behavior
Employee green value
environmental management
equations
Geen human resource management
human resources management
industry
pain
Perceived organizational green support
surveys
Geen human resource management
Electric vehicle industry
Perceived organizational green support
Employee green value
Employee green behavior
ISSN:0959-6526
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Abstract Despite much research focusing on green human resource management, there is still a lack of comprehension regarding when and how different green human resource management practices influence employee green behavior. This research aims to construct and verify a research model in which different green human resource management practices influence employee green behavior through mediated pathways of perceived organizational green support and by interactive impact of employee green value. Structural equation modeling and importance-performance map analysis were performed based on survey data collected from 333 employees working in Chinese electric vehicle companies. The results revealed that most investigated practices are positively related to employee green behavior, and most of these relationships are mediated by perceived organizational green support and moderated by employee green value. However, green reward management negatively influences employee green behavior, and perceived green support does not mediate this relationship. Meanwhile, employee green value weakens green reward management’s negative impact on employee green behavior, while it does not moderate relationships between green training and development, nor green performance management and green behavior. Additionally, findings indicate that green training and development exhibits the highest performance while green involvement and engagement has the greatest total effect on employee green behavior. This study is the first to compare the effectiveness and performance of different green human resource management practices using data from the Chinese electric vehicle industry, providing insights for industrial environmental management and contributing to the growing body of literature. •Effects of different green human resource management (GHRM) practices are compared.•A model based on AMO, SET and SVF theories was verified in electric vehicle sector.•Structural equation modeling and IPMA were performed.•Green reward management negatively influences employee green behavior (EGB).•POGS mediates/EGV moderates certain GHRM practices - EGB relationships, not all.
AbstractList Despite much research focusing on green human resource management, there is still a lack of comprehension regarding when and how different green human resource management practices influence employee green behavior. This research aims to construct and verify a research model in which different green human resource management practices influence employee green behavior through mediated pathways of perceived organizational green support and by interactive impact of employee green value. Structural equation modeling and importance-performance map analysis were performed based on survey data collected from 333 employees working in Chinese electric vehicle companies. The results revealed that most investigated practices are positively related to employee green behavior, and most of these relationships are mediated by perceived organizational green support and moderated by employee green value. However, green reward management negatively influences employee green behavior, and perceived green support does not mediate this relationship. Meanwhile, employee green value weakens green reward management’s negative impact on employee green behavior, while it does not moderate relationships between green training and development, nor green performance management and green behavior. Additionally, findings indicate that green training and development exhibits the highest performance while green involvement and engagement has the greatest total effect on employee green behavior. This study is the first to compare the effectiveness and performance of different green human resource management practices using data from the Chinese electric vehicle industry, providing insights for industrial environmental management and contributing to the growing body of literature.
Despite much research focusing on green human resource management, there is still a lack of comprehension regarding when and how different green human resource management practices influence employee green behavior. This research aims to construct and verify a research model in which different green human resource management practices influence employee green behavior through mediated pathways of perceived organizational green support and by interactive impact of employee green value. Structural equation modeling and importance-performance map analysis were performed based on survey data collected from 333 employees working in Chinese electric vehicle companies. The results revealed that most investigated practices are positively related to employee green behavior, and most of these relationships are mediated by perceived organizational green support and moderated by employee green value. However, green reward management negatively influences employee green behavior, and perceived green support does not mediate this relationship. Meanwhile, employee green value weakens green reward management’s negative impact on employee green behavior, while it does not moderate relationships between green training and development, nor green performance management and green behavior. Additionally, findings indicate that green training and development exhibits the highest performance while green involvement and engagement has the greatest total effect on employee green behavior. This study is the first to compare the effectiveness and performance of different green human resource management practices using data from the Chinese electric vehicle industry, providing insights for industrial environmental management and contributing to the growing body of literature. •Effects of different green human resource management (GHRM) practices are compared.•A model based on AMO, SET and SVF theories was verified in electric vehicle sector.•Structural equation modeling and IPMA were performed.•Green reward management negatively influences employee green behavior (EGB).•POGS mediates/EGV moderates certain GHRM practices - EGB relationships, not all.
ArticleNumber 143938
Author Lau, Teck Chai
Ho, Ree Chan
Ismail, Nurlida
Xie, Huirong
Author_xml – sequence: 1
  givenname: Huirong
  orcidid: 0000-0003-4146-4971
  surname: Xie
  fullname: Xie, Huirong
  email: xiehuirong@sd.taylors.edu.my
  organization: Taylors' Business School, Taylor's University, Malaysia
– sequence: 2
  givenname: Ree Chan
  orcidid: 0000-0002-5967-1007
  surname: Ho
  fullname: Ho, Ree Chan
  email: reechan.ho@taylors.edu.my
  organization: Taylors' Business School, Taylor's University, Malaysia
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  givenname: Nurlida
  surname: Ismail
  fullname: Ismail, Nurlida
  email: nurlida.ismail@taylors.edu.my
  organization: Taylors' Business School, Taylor's University, Malaysia
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  givenname: Teck Chai
  orcidid: 0000-0002-5282-4373
  surname: Lau
  fullname: Lau, Teck Chai
  email: teckchai.lau@xjtlu.edu.cn
  organization: Entrepreneurship and Enterprise Hub, Xi'an Jiaotong-Liverpool University, Suzhou, Jiangsu, China
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CitedBy_id crossref_primary_10_54688_ayd_1531849
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Keywords Geen human resource management
Electric vehicle industry
Perceived organizational green support
Employee green value
Employee green behavior
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SSID ssj0017074
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Snippet Despite much research focusing on green human resource management, there is still a lack of comprehension regarding when and how different green human resource...
SourceID proquest
crossref
elsevier
SourceType Aggregation Database
Enrichment Source
Index Database
Publisher
StartPage 143938
SubjectTerms Electric vehicle industry
electric vehicles
Employee green behavior
Employee green value
environmental management
equations
Geen human resource management
human resources management
industry
pain
Perceived organizational green support
surveys
Title All gain and no pain? Impacts of different green human resource management practices on employee green behavior: Evidence from Chinese electric vehicle sector
URI https://dx.doi.org/10.1016/j.jclepro.2024.143938
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Volume 478
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