Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries

Abstract

Green human resource management (GHRM) plays a central role in shaping an organization’s environmental performance as it can foster environmentally responsible behavior and activities among employees. This study investigates how GHRM practices—including green recruitment and selection (GRS), green training and development (GTD), green performance management and appraisal (GPMA), green reward and compensation (GRC), and green empowerment (GE)—relate to pro-environmental behaviors (PEBs). The mediating role of self-efficacy and psychological green climate (PGC) is also examined. The partial least squares structural equation model (PLS-SEM) and bootstrapping were used to evaluate data from 570 Vietnamese hospitality workers across 92 hotels rated between 3 and 5 stars in diverse regions of Vietnam. The findings indicate that GHRM can only directly affect employees’ PEBs by implementing GTD. However, additional GHRM practices can demonstrate the impact made feasible by the mediating effects of PGC and self-efficacy. Particularly, self-efficacy can mediate GRS, GPMA, and GE, while PGC can mediate GRC. These findings may assist marketers and policymakers in gaining valuable insights to design more effective interventions that promote sustainable tourism.