A moderated mediation model of the relationship between socially responsible human resource management and employee workplace green behaviour

Purpose The purpose of this study is to present an exploration of green intrinsic motivation’s mediating role in the relationship between socially responsible human resource management (SRHRM) and employee workplace green behaviour. Additionally, green leadership behaviour’s moderating role within this relationship is investigated. Design/methodology/approach Data were collected via a survey using a convenience sampling approach with a sample of 300 employees in Vietnam. A path analysis and the bootstrapping technique in the SPSS Process macro were used to test the hypotheses. Findings The results demonstrate that employee green intrinsic motivation mediates the association between SRHRM and workplace green behaviour. Furthermore, the findings indicate that green leadership behaviour attenuates the mediation. Practical implications The findings suggest that managers should be aware of green intrinsic motivation’s role in encouraging employee workplace green behaviour that results from SRHRM implementation. Organisations should provide resources and enact policies to promote green intrinsic motivation and foster employees’ engagement in workplace environmental activities. Additionally, organisations must be aware of the potentially negative impact of green leadership behaviour and proactively ensure that such actions are authentic, aligned with SRHRM practices, applicable to employees’ work and administered carefully to prevent the perception of micromanagement. Originality/value This is the first study to examine green intrinsic motivation as the underlying psychological mechanism and green leadership behaviour as the boundary condition that affects the relationship between SRHRM and employee workplace green behaviour.