Investigating the impact of green human resource management on employees’ green innovation behaviour and performance in China: the mediating role of green mindfulness and the moderating role of green self-efficacy

Green human resource management (GHRM) is an emerging field of academic research, driven not only by the increasing global awareness of the environmental crisis but also by its potential to create substantial value for organisations. Encouraging employees' green innovation behaviours has become a significant focus of scholarly inquiry. In China, as the concept of green development progressively matures, green behaviours have unfortunately fallen behind. Therefore, promoting green behaviours in China has become essential for realising the green concept. This study aims to explore the relationship between GHRM and employees' green innovation behaviours, with green mindfulness serving as the mediating variable. Furthermore, this research includes green self-efficacy as a moderating variable to determine whether it influences the relationship between green human resource management and green innovation behaviours in China. This research examines the impact of green human resource management on employee green innovation behaviours and green innovation performance in China, emphasising the mediating role of green mindfulness and the moderating role of green self-efficacy to thoroughly analyse the Chinese context and promote the development of green human resource management in Chinese enterprises. Ten small and medium enterprises (SMEs) selected from ISO 14001 certified organisations will be pre-selected. It is planned to distribute a single survey questionnaire to 500 employees from May to June 2025, aiming for a response rate of 60% or higher. The survey will encompass questions related to demographics, participants’ positions within their organisations, green human resource management behaviours, green mindfulness, and more. All analyses will be based on the environmental context and situation in China. The conclusion will seek to explore the impact of Green Human Resource Management on employees’ green innovation behaviours and green innovation performance, focusing on the mediating role of green mindfulness and the moderating role of green self-efficacy in China.