Does Green Human Resource Management Stimulate Employees’ Green Behavior Through a Green Psychological Climate?

Discussions about the threats that climate change poses to the viability of humans and other living things have been the topic of discussion among international organizations, academics, and businesses. Despite the massive contribution of manufacturing firms to the economic development of many countries, their actions and inactions contribute to a higher level of environmental pollution. China is among the leading countries in terms of global carbon emissions. Therefore, this research seeks to explore the role played by green psychological climate (GSC) and green human resource management (GHRM) in improving employees’ green behavior (EGB). The study further evaluated the moderation influence of green transformational leadership (GTFL. The research received 565 responses from manufacturing firms in the Jiangsu Province of China within 8 months. The AMOS software was applied to test the proposed research hypothesis. The study outcome concluded that GHRM positively and significantly influences GSC and EGB. Moreover, GSC, directly and indirectly, affects the connection between GHRM-EGB. Lastly, the analysis confirmed that GTFL moderates the link between GHRM and staff behavioral outcomes. This study’s novelty and originality focused on GSC’s mediating effect in improving the relationship between green human resource management and green employee behavior. The research recommends that firms accomplish their greener and ecological targets by strengthening their GHRM and GSC and providing a GTFL approach to stimulate EGB at the workplace.