Making bad things less bad? Impact of green human resource management on counterproductive work behaviors of grassroots employees: Evidence from the hospitality industry
Making bad things less bad? Impact of green human resource management on counterproductive work behaviors of grassroots employees: Evidence from the hospitality industry
复制标题
把坏事变好？绿色人力资源管理对基层员工反生产行为的影响--来自酒店业的证据
DOI：
10.1016/j.jclepro.2023.136610
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发表时间：
2023-02
影响因子：
11.1
通讯作者：
Yu Cao;Bowen Yan;Yefan Teng
中科院分区：
文献类型：
--
作者：
Yu Cao;Bowen Yan;Yefan Teng
酒店正在实施绿色人力资源管理，以回应社会对环境日益增长的期望。在此背景下，酒店业实施绿色人力资源管理对基层员工负面行为的影响还有待进一步探讨。为了在这一领域有所贡献，本研究收集了中国大陆326家1-星星酒店的数据，并基于社会认同理论和社会交换理论构建结构方程模型进行分析。研究结果证实，绿色人力资源管理分别抑制了基层员工对组织和顾客的反生产性工作行为，组织认同和工作投入在上述关系中具有序贯中介效应。另外，绿色人力资源管理对个体绿色价值水平较高的基层员工的反生产性工作行为具有较好的抑制效果。通过验证这些关系并检验调节和顺序中介效应，本研究有助于丰富绿色人力资源管理影响员工行为，特别是消极员工行为的现有文献。本文的研究结果为酒店管理者提供了建议，可以通过绿色人力资源管理实践来抑制员工的负面行为，并实现在酒店业实施绿色人力资源管理的优势的非绿色方面的扩展。
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.