From policy to participation: how green HRM drives employee green voice through climate perceptions in tourism and hospitality businesses

Purpose This study aims to examine the role of green human resource management (GHRM) practices in enhancing employees’ green voice behaviours in Egypt’s tourism and hospitality sector. It explores the mediating effect of a green psychological climate (GPC) and the moderating effect of individual green values (IGVs), drawing on social exchange theory. Design/methodology/approach A quantitative approach was adopted, based on structured, self-administered questionnaires. Responses were gathered from 301 employees working in five-star hotels and Category A travel agencies in Egypt. Structural equation modelling was applied to test the proposed hypotheses and to assess the direct, mediating and moderating relationships. Findings The results validate all five hypotheses. GHRM has a strong influence on both GPC and employees’ green voice behaviours. GPC also positively impacts green voice and acts as a mediator in the GHRM–green voice relationship. Furthermore, IGVs positively moderate the GHRM–GPC relationship, strengthening the impact when green values are high. Originality/value This study offers a distinct contribution by integrating social exchange theory with GHRM, demonstrating how organisational climate and IGVs jointly stimulate proactive environmental behaviours. It highlights the strategic leverage of HR as a catalyst for embedding sustainability into core organisational practices.