The impact of green human resource management on employee green innovative behavior: role of environmental enthusiasm and organizational innovation support perception

Purpose The purpose of this paper is to investigate how green human resource management (GHRM) influences employee green innovative behavior. Specifically, it tests a conceptual model linking green HRM practices to green innovative behavior, with environmental enthusiasm at work as a mediator and organizational innovation support perception as a moderator. Design/methodology/approach Based on self-determination theory and social exchange theory, with green human resource management (GHRM) as the core, this study constructed a theoretical model of the relationship between GHRM and employee green innovative behavior and explored the mediating role of environmental enthusiasm and the moderating effect of organizational innovation support perception. Findings Based on the survey data of 349 employees and using tools such as SPSS and Amos for analysis, the following results have been drawn. First, GHRM has a significant positive impact on employee green innovative behavior. Second, environmental enthusiasm positively affects employee green innovative behavior and plays a mediating role between green HRM and employee green innovative behavior. Third, organizational innovation support perception has a positive effect on moderating the positive relationship between GHRM and employee green innovative behavior as well as their enthusiasm for environmental protection. Practical implications In order to help enterprises effectively promote the green innovation behavior of employees, the following suggestions are put forward. First, enterprises should establish a GHRM system to enhance environmental awareness and skills training. Second, organizations can design green incentive mechanisms to effectively stimulate employees’ innovative enthusiasm. Third, it is necessary for the organization to cultivate a green organizational culture to promote cross-departmental collaboration and knowledge sharing. Originality/value First, the study enriches the relevant research in the field of GHRM and expands the relevant conclusions on the factors influencing employee green innovative behavior. Second, it promotes contextual research on the role of GHRM in organizations.