Green HRM: The Link Between Environmental and Employee Performance, Moderated by Green Work Climate Perception

Abstract

Sustainable organizations think about how their operating systems impact the environment. In this regard, organizations can prevent environmental pollution by adopting green human resource management practices resulting in the development of environmentally responsible behavior among employees. The aim of this study is to provide an understanding of how organizations transform human resource management practices into green human resource management practices that enhance environmental performance and further lead to green employee performance moderated by employee perceptions of a green work climate. This study has used a quantitative research approach. Data analysis uses an approach structural equation modeling-partial least squares supported by the Smart-PLS 3 computer software program. The selected sample is the hospitality sector in Indonesia. The results of the study show that green human resource management has a positive effect on environmental performance. Environmental performance has a positive effect on employee green performance. Employees' green work climate perceptions have a positive effect on employees' green performance. Employees' green work climate perceptions do not moderate the effect of environmental performance on employees' green performance. The implications of the magnitude of the results, opinions and responses of other sustainability stakeholders can add important findings for further research.