Alshahrani Saeed Turki, Iqbal Kamran
Imam Mohammad Ibn Saud Islamic University (IMSIU), Saudi Arabia.
Capital University of Science and Technology, Islamabad, Pakistan.
Heliyon. 2024 Jun 17;10(12):e33202. doi: 10.1016/j.heliyon.2024.e33202. eCollection 2024 Jun 30.
Drawing on the social identity theory, this study aims to examine the impact of organizational pride and organizational identification as sequential mediators in the association between green HRM and employee environmental commitment. The study extended prior research by incorporating the sequential mediators of organizational pride and organizational identification. The researchers gathered data from 267 employees of telecommunications companies in Pakistan. They used Smart PLS software version 3.0 to carry out partial least squares structural equation modeling to verify the hypotheses. The results indicate that green HRM leads to organizational pride, which, in turn, leads to increased organizational identification and, consequently, enhances environmental commitment. The findings hold significant value to practitioners and HR managers striving to develop HR practices that support sustainability, contribute to a culture of environmental responsibility, and lead to positive green outcomes for employees.
本研究借鉴社会认同理论，旨在检验组织自豪感和组织认同作为绿色人力资源管理与员工环境承诺之间关联的序贯中介变量的影响。该研究通过纳入组织自豪感和组织认同的序贯中介变量，扩展了先前的研究。研究人员收集了巴基斯坦电信公司267名员工的数据。他们使用Smart PLS 3.0软件进行偏最小二乘结构方程建模以验证假设。结果表明，绿色人力资源管理会带来组织自豪感，进而导致组织认同增强，从而提高环境承诺。这些发现对于致力于制定支持可持续发展、促进环境责任文化并为员工带来积极绿色成果的人力资源实践的从业者和人力资源经理具有重要价值。
