Abstract
Purpose:
This study aims to explore the effect of green human resource management (GHRM) on employees’ pro-environmental behaviors. Furthermore, it explores the mediating role of employees’ pro-environmental performance in the relationship between GHRM and firms’ social performance. Finally, it tests a sequential mediation model that presents the indirect effects of GHRM practices on firms’ financial performance via employees’ task-related and proactive pro-environmental behaviors and firms’ social performance.
Design/methodology/approach:
Data were collected from 945 small- and medium-sized enterprises (SMEs) in Türkiye. Structural equation modeling was conducted using MPlus software.
Findings:
The results confirmed that GHRM has a significant indirect effect on firms’ financial performance via employees’ task-related and proactive pro-environmental behaviors and firms’ social performance.
Practical implications:
The results imply that SMEs should invest in GHRM practices to appraise employees’ task-related and proactive pro-environmental behaviors and align their approach to pro-environmental behaviors. SMEs should provide a workplace environment that encourages and motivates employees to engage in green activities and contribute to environmental management.
Originality/value:
This study shows that employees’ task-related and proactive pro-environmental behaviors are critical to GHRM and firms’ social performance. Furthermore, the study brings new empirical evidence to the field of GHRM in the under-researched Turkish SMEs context.
This study aims to explore the effect of green human resource management (GHRM) on employees’ pro-environmental behaviors. Furthermore, it explores the mediating role of employees’ pro-environmental performance in the relationship between GHRM and firms’ social performance. Finally, it tests a sequential mediation model that presents the indirect effects of GHRM practices on firms’ financial performance via employees’ task-related and proactive pro-environmental behaviors and firms’ social performance.
Design/methodology/approach:
Data were collected from 945 small- and medium-sized enterprises (SMEs) in Türkiye. Structural equation modeling was conducted using MPlus software.
Findings:
The results confirmed that GHRM has a significant indirect effect on firms’ financial performance via employees’ task-related and proactive pro-environmental behaviors and firms’ social performance.
Practical implications:
The results imply that SMEs should invest in GHRM practices to appraise employees’ task-related and proactive pro-environmental behaviors and align their approach to pro-environmental behaviors. SMEs should provide a workplace environment that encourages and motivates employees to engage in green activities and contribute to environmental management.
Originality/value:
This study shows that employees’ task-related and proactive pro-environmental behaviors are critical to GHRM and firms’ social performance. Furthermore, the study brings new empirical evidence to the field of GHRM in the under-researched Turkish SMEs context.
| Original language | English |
|---|---|
| Pages (from-to) | 1460-1481 |
| Number of pages | 22 |
| Journal | International Journal of Manpower |
| Volume | 46 |
| Issue number | 8 |
| Early online date | 30 May 2025 |
| DOIs | |
| Publication status | Published - 19 Sept 2025 |
Keywords
- Employees’ pro-environmental behaviors
- Firms’ pro-environmental performance
- Green human resource management
- Resource-based theory
- SMEs
- Social exchange theory
- Türkiye