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The significant influence of green human resource management (GHRM) on a firm's environmental performance (EP) has garnered considerable attention in recent literature. Research on GHRM has primarily focused on its impact on employee green behavior or outputs, neglecting its role as an organizational-level resource in facilitating the implementation of environmental strategy (ES). Additionally, limited attention has been paid to the influence of green consciousness (GC) of top managers on this process. Drawing on the resource-based view and upper echelons theory, this study employed a moderated mediation model to explore the relationships among ES, GHRM and GC of top managers. Data were collected from questionnaire responses of 476 senior executives from Chinese warehousing or logistics firms, gathered in three phases using a time-lagged approach. Results indicated that GHRM partially mediates the relationship between ES and EP. Additionally, it was found that GC of top managers moderates the relationship between ES and GHRM, acting as a boundary condition for the mediating effect of GHRM on EP. The study concludes with a discussion of several theoretical and practical implications arising from these findings. [ABSTRACT FROM AUTHOR]

With growing public concerns about ecological issues, it has been increasingly critical for corporations to enhance their green competitive advantages. Utilizing a natural‐resource‐based view of firm and human resource management (HRM) perspective, we propose that green HRM (GHRM) promotes firms' green competitive advantages by facilitating two kinds of green innovation (i.e., green product/process innovation). Via a two‐wave survey study of chief human resources officers (CHOs) and chief financial officers (CFOs) from 69 companies in China, we find support that GHRM positively links to green product and process innovations, each of which will, in turn, have a positive correlation with a green competitive advantage. Moreover, an indirectly positive linkage between GHRM and green competitive advantage via two types of green innovation is also proved. Our study expands current research by demonstrating a positive effect of GHRM in building green competitive advantage and by revealing two parallel mechanisms of such effect. [ABSTRACT FROM AUTHOR]

The Chinese government announced the clear goal of attaining carbon neutrality by 2060, in order to gradually achieve net-zero carbon dioxide (CO2) emissions, whose impact on global warming needs to be reduced while also a sustainable industry needs to be promoted. Recognizing the critical role of Green Human Resource Management (GHRM) in supporting green innovation and achieving the carbon neutrality agenda, this study aims to fill a research gap by emphasizing this overlooked nexus. The former examines the influence of GHRM, green innovation, and carbon neutrality on environmental performance by carefully analyzing the current literature on China's achievement of carbon neutrality and its implications for environmentally friendly performances. The current study assesses the planning frameworks of the country, explores the concept of achieving carbon neutrality, and evaluates the practical implications. [ABSTRACT FROM AUTHOR]

This paper mainly studies whether Foxconn's green human resource management can bring benefits to Foxconn and puts forward suggestions on the problems existing in the implementation of green human resource management in Foxconn. The data for this chapter comes from Foxconn employees in Yantai, Shandong Province. Foxconn's HR green practices include green recruitment, green training, green performance, green compensation and green participation. After analysis, it is concluded that the education level of Foxconn employees is generally low, which is not conducive to the implementation of green human resources practices. Foxconn did not give full play to the leading role of supervisors in green participation practices. This study believes that enterprises should play the role of supervisors when implementing human resource green practices, and supervisors should give support and guidance when employees participate in environmental protection activities. Foxconn should focus on improving the education level of its employees. The research results of this paper are helpful for enterprises to achieve the goal of green development, help enterprises to further understand the green practice strategy of human resources, make the development of enterprises meet the requirements of green environmental protection, and improve the competitive advantage of enterprises. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

The rapid development of digital technology has injected new vitality into green technological innovation within manufacturing enterprises. Proper application of digital technology during the innovation process can propel global sustainable development. Using Chinese publicly traded manufacturing firms as a sample, this study employed a constructed digital technology innovation network and OLS models to unveil the mechanisms through which digital technology application affects green technological innovation. This research reveals a significant positive impact of the breadth and depth of digital technology applications on companies' green technological innovation performance. Green human resource allocation serves as an intermediary in this relationship. Furthermore, the embeddedness and structural embeddedness of the digital technology innovation network play a significantly positive moderating role in the relationship between digital technology applications and green human resource allocation. This discovery provides a theoretical foundation for how companies can harness digital technology to promote green innovation within China's digital strategy. It aids manufacturing enterprises in optimizing digital technology applications, improving green human resource allocation, and facilitating the development of digital technology innovation networks, advancing more sustainable development and contributing to global environmental goals. [ABSTRACT FROM AUTHOR]

As an emerging concept, employee green advocacy has received increasing attention in the research of marketing and business circles. However, few studies have examined the influence of green human resource management (GHRM) on employee green advocacy. Therefore, this study aims to explore the influence of GHRM on employee green advocacy and investigates the mediation role of green passion and the moderator role of supervisory support for the environment. Data collected from 334 employees from 15 companies in China at three time points. The results suggest that GHRM positively impacts green passion and employee green advocacy, green passion positively impacts employee green advocacy, green passion partially mediates the relationship between GHRM and employee green advocacy. Additionally, supervisory support for the environment moderates the positive relationship between GHRM and green passion and employee green advocacy. [ABSTRACT FROM AUTHOR]

Because of the current climate adaptation and long-term viability advancements, campaigners both locally and globally are pressuring businesses to embrace green practices. But there are challenges to putting green policies into action. The goal of this research was to analyze the most significant challenges encountered by Chinese businesses when attempting to implement environmentally responsible HR practices (GHRM). There were seventeen setbacks found, and these were sorted into five main groups. In order to pilot test the survey questions, we spoke with twenty experts in the fields of human resources and environmental management. One hundred and ninety-nine questionnaires were subsequently distributed to a random sample of company CEOs (19), HR managers (30), CFOs (30), and HR directors (40). The PSI approach was used to establish a hierarchy of the most significant obstacles and their subobstacles. Twenty-three percent of GHRM barriers in the research area were attributable to economic factors. The absence of financial resources emerged as the most crucial obstacle overall (with a score of 0.99) and among the subbarriers. The second most common barrier was found to be political and regulatory (20.1%), while the least common was found to be cultural and educational (18.2%). Government and financial institutions can help businesses overcome the most significant obstacles by offering low-interest loans for the development and implementation of sustainable business strategies and initiatives. As such, this study complements the current body of literature on green HR. Examining the challenges faced when trying to put GHRM into practice in a poor country context, this helps policymakers and practitioners in China and other similar economies understand environmental innovation barriers and develop policies to overcome them. [ABSTRACT FROM AUTHOR]

This study explores how green human resource management (GHRM) and green transformational leadership (GTL) affect green organizational pride (GOP). We conduct a survey study of moderated‐mediation sustainable practice in small and medium enterprises (SMEs) in "Hokkien Golden Triangle" of China based on the combination of resource‐based view, social exchange theory, positive psychology, and social cognitive theory. Especially, we develop two new concepts, "green organizational pride" and "green psychological capital" (GPC) to verify that the positive relationships between GHRM/GTL and GOP are mediated by GPC. Besides, we expand the research of environmental culture (EC) by further predicting that it could amplify the indirect effects of GHRM/GTL on GOP via GPC. The findings contribute to sustainability literature by highlighting the importance of GHRM and GTL in Chinese sustainable practice. Moreover, the results can advance the prior literature in the area of sustainability and create a new green path for developing countries. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees. Design/methodology/approach: Based on the AMO framework, the authors used three-wave survey data from 399 newcomers and 103 superiors in China. This study uses the bootstrapping approach with Mplus 7.0. Findings: The analysis shows the direct effect of GHRM on the in-role and extra-role green behavior of new employees as well as the mediating effects between perceived insider status and perceived external prestige. Originality/value: This study expands research on GHRM to the in-role and extra-role green behavior of new employees. This paper also enhances the understanding of green behaviors inside and outside the roles of new employees and provides scientific implications for the green development of organizations. [ABSTRACT FROM AUTHOR]

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Purpose: Green human resource management (GHRM) is a new management philosophy and pattern that applies the concept of "green" to human resource management, which plays an important role in realizing environmental goals and obtaining competitive advantage. Based on 201 effective samples from 3 manufacturing enterprises, this study investigates the relationship between GRHM, green organization identity (GOI), environmental values and organizational citizenship behaviors for the environment (OCBEs). The results show that GRHM has a significant positive impact on OCBEs, and GOI plays an intermediary role in the relationship between GRHM and OCBEs, and environmental values moderate the impact of GRHM on GOI and OCBEs. The findings have important theoretical implications for enterprises to achieve green development strategy. Design/methodology/approach: This study selects three manufacturing enterprises certified by the environmental management system ISO14001, which meet the environmental protection requirements of the Chinese Government, local communities and customers. Through interviews and referring to enterprise documents, the researchers find that the enterprises have set environmental protection standards such as energy consumption, solid waste emissions, water consumption and waste recycling. The enterprises surveyed have adopted the GRHM practice, such as green training for employees, encouraging employees to participate in green activities and so on. This study collects data in two ways: on-the-spot and entrustment questionnaire distribution. In the first stage, the data of GRHM and environmental values were collected. A total of 277 questionnaires were distributed and 264 were sent back, among them 252 were valid. Findings: GRHM has a positive impact on OCBEs. GOI mediates the influence of GRHM on the OCBEs, and environmental values moderate the effect of GRHM on organizational identity and OCBEs. Originality/value: This paper investigates the effect and mechanism of GRHM in China and provides theoretical guidance for enterprises to implement green management effectively. [ABSTRACT FROM AUTHOR]

In the twenty-first century, the surge in natural resource consumption and climate change has necessitated stringent measures to ensure ecological integrity and corporate sustainability. Organizations are increasingly adopting green practices, including green human resource management (HRM), green corporate social responsibility (CSR), and the promotion of green firms' image. These strategies are central to fostering sustainable performance and responsible environmental stewardship. These constructs have also elevated consumers' satisfaction and trust in firms' ecological practices. This study employs a quantitative research approach and utilizes convenient sampling methods to explore the ecosystem within the hospitality sector of China. A survey was conducted among middle- and senior-level managers working in top 3-, 4-, and 5-star hotels. The study results demonstrate that green notions are the key to a corporate's sustainable performance. The study reveals that firms' eco-friendly motive ensures the greening of the hotel industry due to their eco-friendly motive. Therefore, companies should be responsible for the environment. They should ensure the implementation of green sustainable practices toward achieving corporate performance., (© 2023. The Author(s), under exclusive licence to Springer-Verlag GmbH Germany, part of Springer Nature.)

Hotels are implementing green human resource management to respond to the growing environmental expectations from society. In this context, the impact of implementing green human resource management in the hospitality industry on the negative behaviors of grassroots employees remains to be further explored. To contribute in this field, this research collected 326 data from 1 to 5-star hotels in mainland China and analyzed them by constructing structural equation model based on social identity theory and social exchange theory. The research results confirmed that green human resource management inhibits the counterproductive work behaviors of grassroots employees toward organizations and customers, respectively, and that both organizational identification and work engagement have sequential mediating effects in the above relationships. Additionally, green human resource management has better inhibitory effects on counterproductive work behaviors of grassroots employees with higher levels of individual green value. By validating these relationships and testing for moderating and sequential mediating effects, this study helps to enrich the present literature in the area of green human resource management influencing employee behavior, especially on negative employee behaviors. The findings of this paper provide suggestions for hotel managers that could curb employees' negative behaviors through green human resource management practices and achieve an expansion of the non-green aspects of the advantages of implementing green human resource management in the hospitality industry. • Green human resource management (GHRM) inhibits counterproductive work behaviors (CWBs) of hospitality employees. • The hypotheses are tested by a structural equation model with 326 data from 26 1- to 5- star hotels. • CWB towards the customer is more inhibited by GHRM than CWB towards the organization. • Organizational identification and work engagement play the sequential mediating role. • Employees' individual green value moderates the impact. [ABSTRACT FROM AUTHOR]

Prior scholarships have documented that green human resource management practices have performance enabling effects on a firm's green performance. However, there is a dearth of studies that empirically model the extent to which green innovation culture moderates the relationship between green human resource practices and the firm's green performance. To address this gap, this paper established two-fold objectives. First, to examine the effects of green human resource practices and green innovation culture on firm green performance. Second, to model the extent to which green innovation culture moderates the relationship between green human resource management and manufacturing firms' green performance in China. This was done using data obtained from an extensive scale survey of 300 employees in Chinese manufacturing firms located in the Jiangsu Province. The study suggests that green human resource management practices which include recruitment and selection, training and development, performance management and appraisal, reward and payment, and employee involvement and leadership have a significant effect on green or environmental performance. The study also suggests that green innovation which includes green product innovation culture and green process innovation culture enhances firm green performance. Our paper further suggests that firms that integrate green human resource management practices and green innovation culture are associated with higher green performance than firms that practice green human resource management only. [ABSTRACT FROM AUTHOR]