Green HRM and Employee Green Behavior: Mediating Roles of Green Organizational Identity and Green Self-Efficacy

Achieving the dual-carbon goals has been a critical strategy to promote the green sustainability and the ecological progress. Employee green behavior (EGB) is regard as one of the key factors to achieve the green sustainability, and Green Human Resource Management (GHRM) plays an important role in promoting EGB in the organization. Based on Social Cognitive Theory (SCT) and Ability-Motivation-Opportunity (AMO), the impact of GHRM on EGB by taking Green Organizational Identity (GOI) and Green Self-Efficacy (GSE) as the mediating variables is studied in this paper. The results of the analysis with the survey data from 587 employees in the Chinese hotel industry reveal that both GOI and GSE indirectly effect EGB, while GHRM directly enhances EGB in the hotel industry. Furthermore, the analysis results also show that GOI and GSE serve as partial mediators in the relationship between GHRM and EGB. In addition, the analysis results also highlight that GOI plays an important role in fostering the employee environmental responsibility while GSE effectively encourage employees to take green behaviors. This study provides the theoretical and practical insights for the organizations seeking to fostering EGB via GHRM, underlining the role of psychological mechanisms in shaping the green behavior.