TY - JOUR
T1 - Employee perceptions of individual green HRM practices and voluntary green work behaviour
T2 - a signalling theory perspective
AU - Garavan, Thomas
AU - Ullah, Irfan
AU - O'Brien, Fergal
AU - Darcy, Colette
AU - Wisetsri, Worakamol
AU - Afshan, Gul
AU - Mughal, Yasir Hayat
N1 - Publisher Copyright:
© 2022 Australian Human Resources Institute (AHRI).
PY - 2023/1
Y1 - 2023/1
N2 - Green human resource management (GHRM) practices increasingly receive attention by both HRM scholars and practitioners. Research on these practices has emphasised systems rather than individual HR practices and HR managers' perceptions rather than employees' perceptions of these practices. In addition, little attention has been paid to the mediating mechanisms that link employee perceptions of GHRM practices to voluntary green work behaviour (VGWB) outcomes. This study addresses these research gaps by investigating the impact of employee perception of four individual GHRM practices – recruitment, selection, performance management and compensation – and their impact on employee VGWB in Chinese manufacturing firms. We also investigate the mediating role of reflective moral attentiveness (RMA). Applying signalling theory and drawing on data collected from 300 employees in 50 manufacturing organisations, we found a direct relationship between all four individual GHRM practices and VGWB. We also found that RMA partially mediated the relationship between selection, performance management and compensation practices (but not recruitment) and VGWB. We discuss the theoretical and practical implications of our study findings.
AB - Green human resource management (GHRM) practices increasingly receive attention by both HRM scholars and practitioners. Research on these practices has emphasised systems rather than individual HR practices and HR managers' perceptions rather than employees' perceptions of these practices. In addition, little attention has been paid to the mediating mechanisms that link employee perceptions of GHRM practices to voluntary green work behaviour (VGWB) outcomes. This study addresses these research gaps by investigating the impact of employee perception of four individual GHRM practices – recruitment, selection, performance management and compensation – and their impact on employee VGWB in Chinese manufacturing firms. We also investigate the mediating role of reflective moral attentiveness (RMA). Applying signalling theory and drawing on data collected from 300 employees in 50 manufacturing organisations, we found a direct relationship between all four individual GHRM practices and VGWB. We also found that RMA partially mediated the relationship between selection, performance management and compensation practices (but not recruitment) and VGWB. We discuss the theoretical and practical implications of our study findings.
KW - green recruitment
KW - performance management and selection
KW - reflective moral attentiveness
KW - selection
KW - voluntary green work behaviour
UR - http://www.scopus.com/inward/record.url?scp=85132425343&partnerID=8YFLogxK
U2 - 10.1111/1744-7941.12342
DO - 10.1111/1744-7941.12342
M3 - Article
AN - SCOPUS:85132425343
SN - 1038-4111
VL - 61
SP - 32
EP - 56
JO - Asia Pacific Journal of Human Resources
JF - Asia Pacific Journal of Human Resources
IS - 1
ER -