Purpose

This paper aims to propose a research model that explores perceived green organizational support (OS) as a mediator of the effect of green human resource management (GHRM) on job performance (JP) and organizational citizenship behavior toward the organization (OCB-O).

Design/methodology/approach

This paper used data obtained from small- and medium-sized hotels in Palestine. The associations given above were tested using structural equation modeling.

Findings

The findings reveal that GHRM boosts hotel employees’ perceptions of green OS. That is, the effective implementation of GHRM is a sign of perceived green OS. Congruent with the study predictions, employees’ perceptions of green OS activate their JP and OCB-O. Finally, perceived green OS mediates the impact of GHRM on JP and OCB-O.

Practical implications

Management should take advantage of green human resource practices to acquire and retain talented employees whose environmental goals and values fit those of the company. Employees should be involved in problem-solving on environmental sustainability and green management. They should also participate in continuous training programs and enhance their awareness of environmental sustainability and green management.

Originality/value

There is a lack of evidence appertaining to the effects of GHRM and perceived green OS on non-green positive workplace performance outcomes. More importantly, there is a scarcity of evidence about the mechanism linking GHRM to these performance outcomes.

中文翻译：

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绿色人力资源管理、感知绿色组织支持及其对酒店员工行为结果的影响

目的

本文旨在提出一个研究模型，探索感知绿色组织支持 (OS) 作为绿色人力资源管理 (GHRM) 对工作绩效 (JP) 和组织公民行为 (OCB-O) 影响的中介。

设计/方法/方法

本文使用了从巴勒斯坦中小型酒店获得的数据。上面给出的关联使用结构方程模型进行了测试。

发现

调查结果显示，GHRM 提高了酒店员工对绿色操作系统的看法。也就是说，GHRM 的有效实施是感知绿色操作系统的标志。与研究预测一致，员工对绿色操作系统的看法激活了他们的 JP 和 OCB-O。最后，感知的绿色操作系统介导了 GHRM 对 JP 和 OCB-O 的影响。

实际影响

管理层应利用绿色人力资源实践来获取和留住环境目标和价值观符合公司目标的优秀员工。员工应参与解决环境可持续性和绿色管理的问题。他们亦应参与持续的培训计划，提高他们对环境可持续发展和绿色管理的认识。

原创性/价值

缺乏关于 GHRM 和感知的绿色操作系统对非绿色积极工作场所绩效结果的影响的证据。更重要的是，关于将 GHRM 与这些绩效结果联系起来的机制的证据很少。