Green HRM Practices and Environmental Performance: Green Leadership as a Boundary Condition

Amal Ben Cheikh; Zhanat Zhussupova

doi:10.69565/jems.v4i1.406

Authors

Amal Ben Cheikh Assistant professor in Marketing,ISG Tunis, Tunisia
Zhanat Zhussupova Head of Scientific Research Management Center, K. Sagadiev University of International Business

DOI:

https://doi.org/10.69565/jems.v4i1.406

Keywords:

Green HRM, EnEvironmental Performance, Green Values, AMO theory, Organizational Citizenship Behavior for Environment, Green Leadership

Abstract

Our study examines the effect of green human resource management (GHRM) practices on environmental performance directly and through organisational citizenship behaviour for environment and green values. Additionally, they examine the moderating role of green leadership on these relationships. Partial least squares structural equation modelling (PLS-SEM) was applied to data collected from 173 small and medium-sized enterprises to confirm hypotheses. Results postulate that GHRM significantly enhances environmental performance and green values, and organisational citizenship behaviour for the environment, serving as mediators. Furthermore, green leadership plays a moderating role in these relationships. Grounded in the ability-motivation-opportunity (AMO) theory, the results underscore the importance of employee capabilities, motivation, and opportunities in achieving environmental sustainability.

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