Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values
Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values
复制标题
绿色人力资源管理实践对员工工作场所绿色行为的影响：心理绿色氛围和员工绿色价值观的作用
DOI：
10.1002/hrm.21792
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发表时间：
2017-07-01
影响因子：
6.6
通讯作者：
Deng, Xin
中科院分区：
文献类型：
--
作者：
Dumont, Jenny;Shen, Jie;Deng, Xin
绿色人力资源管理作为一个新兴的概念，已经被概念化以影响员工的工作场所绿色行为。这项研究对这一联系进行了实证检验。我们首先提出了绿色人力资源管理的措施，然后借鉴了行为人力资源管理和心理气候文献，结合供给-价值匹配理论，检验了一个整合心理绿色气候和个体绿色价值观影响的概念模型。结果表明，绿色人力资源管理直接和间接影响角色内的绿色行为，但仅通过心理绿色氛围间接影响角色外的绿色行为。个体绿色价值观调节了心理绿色气候对角色外绿色行为的影响，但不能调节绿色人力资源管理或心理绿色气候对角色内绿色行为的影响。这些发现表明，绿色人力资源管理同时影响员工的角色内和角色外的工作场所绿色行为，但这是通过不同的社会和心理过程发生的。(C)2016威利期刊公司。
As an emerging concept, green human resource management (green HRM) has been conceptualized to influence employee workplace green behavior. This research empirically tested this link. We first developed measures for green HRM, and then drew on the behavioral HRM and psychological climate literature along with the supplies-values fit theory, to test a conceptual model integrating the effects of psychological green climate and individual green values. Results revealed that green HRM both directly and indirectly influenced in-role green behavior, but only indirectly influenced extra-role green behavior, through the mediation of psychological green climate. Individual green values moderated the effect of psychological green climate on extra-role green behavior, but it did not moderate the effect of either green HRM or psychological green climate on in-role green behavior. These findings indicate that green HRM affects both employee in-role and extra-role workplace green behavior; however, this occurs through different social and psychological processes. (c) 2016 Wiley Periodicals, Inc.