Purpose

This paper aims to assess the nexus between green human resource management (GHRM) practices, green culture, environmental responsibility and environmental performance (EP).

Design/methodology/approach

Using a supervisor-subordinated nested design and multi-time data collection approach through convenience sampling, the authors obtained 330 responses from 15 hotels operating in the metropolitan cities of Pakistan.

Findings

The study results indicate the prominence of GHRM practices toward enhancing hotels’ EP. The authors also found green culture and environmental responsibility as potential mediators in the direct association between GHRM and EP. In addition, the findings suggest that the GHRM and environmental association can be deeper when individuals exhibit green values and showcase green responsibility about their environment. Taken together, the findings of the present study found support for all direct and indirect hypothesized relationships hence, forwarding notable implications for theory and practice.

Research limitations/implications

This paper forwards both theoretical and practical implications. Drawing upon ability-motivation-opportunity (AMO) theory, this paper asserts that GHRM practices shall be used to improve EP through green values and environmental responsibility. The authors specifically suggest that pro-environment personnel practices can nourish green culture and a pro-environment sense of responsibility that facilitates in robust pro-environment results.

Originality/value

The study advances and addresses gaps found in prior studies to help support organizational scholars, practitioners and pro-environment enthusiasts to understand the interplay of GHRM, culture, responsibility and EP.

中文翻译：

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通过绿色人力资源管理发展对环境的忠实管理

目的

本文旨在评估绿色人力资源管理 (GHRM) 实践、绿色文化、环境责任和环境绩效 (EP) 之间的联系。

设计/方法/方法

作者使用主管从属的嵌套设计和通过便利抽样的多时间数据收集方法，从在巴基斯坦大都市运营的 15 家酒店获得了 330 份回复。

发现

研究结果表明 GHRM 实践在提高酒店 EP 方面的重要性。作者还发现绿色文化和环境责任是 GHRM 和 EP 之间直接关联的潜在中介。此外，研究结果表明，当个人表现出绿色价值观并展示对环境的绿色责任时，GHRM 和环境协会可以更深入。综上所述，本研究的发现支持所有直接和间接假设关系，因此对理论和实践具有显着影响。

研究限制/影响

本文提出了理论和实践意义。本文借鉴能力-激励-机会 (AMO) 理论，主张 GHRM 实践应用于通过绿色价值观和环境责任来改善 EP。作者特别建议，亲环境人员的做法可以培养绿色文化和亲环境责任感，从而促进强大的亲环境结果。

原创性/价值

该研究推进并解决了先前研究中发现的差距，以帮助支持组织学者、从业者和亲环境爱好者了解 GHRM、文化、责任和 EP 之间的相互作用。