Abstract

Employees’ green-oriented behavior can produce positive outcomes for sustainability in all sectors. However, the granularity of how such behaviors can be promoted is limited in the literature. Therefore, research explaining the effect of policies pursued by organizations and the effect of leadership on employee green-oriented behavior can be useful. This study addresses this need by drawing upon Social Cognitive Theory to examine the association of green human resource management (GHRM) with green creativity (GC). In addition, we examine the mediation effect of green self-efficacy (GSE) and the moderation effect of green transformational leadership (GTL) to provide robust insights into how organizations can motivate employees to generate innovative solutions to environmental challenges. The model is tested by analyzing multi-wave and multi-source data collected from luxury resorts and hotels. The findings confirm a positive association of GHRM with GC as well as the mediation effect of GSE on the association of GHRM and GC. However, the moderated mediation influence of GTL on the indirect effect of GHRM on GC is not supported. Our findings can help tourism organizations boost employees’ creativity, which, in turn, can support the use of green processes and help these organizations become better aligned with sustainable development goals.

摘要

员工以绿色为导向的行为可以为所有部门的可持续发展产生积极成果。然而，如何促进此类行为的粒度在文献中是有限的。因此，研究解释组织所奉行的政策的影响以及领导力对员工绿色导向行为的影响可能是有用的。本研究通过利用社会认知理论来检验绿色人力资源管理 (GHRM) 与绿色创造力 (GC) 的关联，从而满足了这一需求。此外，我们研究了绿色自我效能 (GSE) 的中介效应和绿色变革型领导 (GTL) 的调节效应，以提供有关组织如何激励员工为环境挑战提供创新解决方案的有力见解。该模型通过分析从豪华度假村和酒店收集的多波和多源数据进行测试。研究结果证实了 GHRM 与 GC 的正相关，以及 GSE 对 GHRM 和 GC 关联的中介作用。然而，不支持 GTL 对 GHRM 对 GC 的间接影响的调节中介影响。我们的研究结果可以帮助旅游组织提高员工的创造力，进而支持绿色流程的使用，并帮助这些组织更好地与可持续发展目标保持一致。