Chen Tingting, Wu Zhanyong
School of Economics and Trade, Henan Polytechnic Institute, Nanyang, China.
Fanli Business School, Nanyang Institute of Technology, Nanyang, China.
Front Psychol. 2022 Aug 11;13:906869. doi: 10.3389/fpsyg.2022.906869. eCollection 2022.
Given the severity of today's environmental issues, companies are increasingly making green concepts a key component of their operational strategies. As an essential complement to corporate environmental strategy, employees' green behavior has received attention from all sectors of society. Based on resource conservation theory, this study explores the formation mechanism of employees' green behaviors in enterprises starting from two green management tools: green human resource management (HRM) practices and green transformational leadership. Through two-stage questionnaire research, 296 sample data points were obtained, and the research hypotheses were tested by using linear regression analysis. The results showed that green HRM practices in enterprises enhance employees' green mindfulness and thus stimulate their green behaviors and that green transformational leadership and green self-efficacy play a positive moderating role in the above relationship. These results support the applicability of resource conservation theory in green management and suggest that green HRM practices and green transformational leadership can be used together in the process of green management.
鉴于当今环境问题的严重性，企业越来越将绿色理念作为其运营战略的关键组成部分。员工作为企业环境战略的重要补充，其绿色行为受到了社会各界的关注。本研究基于资源保存理论，从绿色人力资源管理（HRM）实践和绿色变革型领导这两种绿色管理工具出发，探讨企业中员工绿色行为的形成机制。通过两阶段问卷调查，获得了296个样本数据点，并运用线性回归分析对研究假设进行了检验。结果表明，企业中的绿色HRM实践增强了员工的绿色意识，从而激发了他们的绿色行为，且绿色变革型领导和绿色自我效能感在上述关系中发挥了正向调节作用。这些结果支持了资源保存理论在绿色管理中的适用性，并表明绿色HRM实践和绿色变革型领导可在绿色管理过程中共同运用。
