The topic of green human resource management (HRM) has drawn increasing attention of HRM scholars in the past decade. Recent research has called for more studies to identify the antecedents of green HRM used in organizations and explore the mediating mechanisms through which green HRM is related to performance outcomes. This study represents an effort to address these research needs by examining the joint effects of chief executive officer (CEO) environmental belief and external pollution severity on the use of green HRM and testing the mediating role of employee environmental commitment in the relationship between green HRM and firm performance. Drawing upon data collected from multiple sources (i.e., survey data from chief executive officer (CEOs), chief financial officers (CFOs), HR managers and employees, and archival data from government statistics), we found that CEO's environmental belief is significantly related to the use of green HRM, especially for companies operating in locations with severer pollution. Green HRM in turn has a positive relationship with the firm's environmental and financial performances via employee commitment to the environment. The findings highlight the often-overlooked role of in the strategic HRM literature pertinent to environmental management and clarify the antecedents and influential mechanisms of green HRM at the firm level of analysis. We also discuss theoretical and practical implications in this study.

中文翻译：

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利用绿色人力资源管理提升企业绩效：CEO环境信念与外部污染严重程度的联合效应及员工环境承诺的中介作用

在过去的十年中，绿色人力资源管理（HRM）的话题越来越受到 HRM 学者的关注。最近的研究呼吁开展更多研究，以确定组织中使用的绿色人力资源管理的前因，并探索绿色人力资源管理与绩效结果相关的中介机制。本研究通过检查首席执行官 (CEO) 环境信念和外部污染严重程度对绿色人力资源管理使用的联合影响，并测试员工环境承诺在绿色人力资源管理与公司业绩。利用从多个来源收集的数据（即来自首席执行官 (CEO)、首席财务官 (CFO)、人力资源经理和员工的调查数据，和来自政府统计的档案数据），我们发现 CEO 的环境信念与绿色人力资源管理的使用显着相关，特别是对于在污染严重地区运营的公司。反过来，通过员工对环境的承诺，绿色人力资源管理与公司的环境和财务绩效呈正相关。研究结果强调了在与环境管理相关的战略人力资源管理文献中经常被忽视的作用，并在企业分析层面阐明了绿色人力资源管理的前因和影响机制。我们还讨论了本研究中的理论和实践意义。反过来，通过员工对环境的承诺，绿色人力资源管理与公司的环境和财务绩效呈正相关。研究结果强调了在与环境管理相关的战略人力资源管理文献中经常被忽视的作用，并在企业分析层面阐明了绿色人力资源管理的前因和影响机制。我们还讨论了本研究中的理论和实践意义。反过来，通过员工对环境的承诺，绿色人力资源管理与公司的环境和财务绩效呈正相关。研究结果强调了在与环境管理相关的战略人力资源管理文献中经常被忽视的作用，并在企业分析层面阐明了绿色人力资源管理的前因和影响机制。我们还讨论了本研究中的理论和实践意义。