IMPACT OF GREEN HRM PRACTICES ON GREEN VOLUNTEER BEHAVIOR: MEDIATION OF PSYCHOLOGICAL OWNERSHIP

Authors

  • DR. MUHAMMAD NABEEL Assistant Professor, Department of Management Sciences, Qurtuba University of Science and Information Technology, Dera Ismail Khan, Pakistan Author
  • AZIZ ULLAH Department of Management Science and Engineering, Xian University of Architecture & Technology 13. Yanta Road, Zian Shaanxi, China 710055 Author
  • MUHAMMAD WAQAS NAZIR School of Management and Economics, Xidian University, China Author
  • SHAHJEHAN ASAD KHAN Admin Officer, Department of Human Resource, Institute of Business and Health Management, Dow University of Health Sciences, Karachi, Pakistan Author
  • SHAHAN ZEB KHAN Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan Author

DOI:

https://doi.org/10.61506/01.00009

Keywords:

Green HRM Practices, Green Volunteer Behavior, Psychological Ownership

Abstract

As the world embraces sustainability and environmental thinking, organizations are increasingly recognizing the importance of integrating green practices into their human resource management (HRM) processes. This study examines the complex dynamics between green HRM practices, green volunteer behavior (GVB), and the mediating role of intellectual ownership (PO) in the banking sector. The findings indicate that organizations in this category have adopted moderate levels of green HRM practices. Importantly, research reveals that GHRM practices positively influence employee psychological ownership, which in turn encourages green volunteer practices. The mediation analysis shows the significant effect of psychological ownership on the relationship between Green HRM and volunteer green practices. This suggests that fostering a sense of intellectual ownership among employees is important for meaningful communication in sustainability initiatives. These results highlight the importance of implementing green HRM practices as well as enhancing employees’ psychological connections with these practices to enhance their engagement in sustainability initiatives in the 1990s. Organizations seeking to improve their sustainability efforts can leverage their employees’ commitment and passion for environmental goals through the intermediary role of mind ownership relies on considering human resources in green.

References

Abdou, A. H., Hassan, T. H., Dief, E., & Moustafa, M. (2020). A description of green hotel practices and their role in achieving sustainable development. Sustainability, 12(22), 9624.

Adams, E. K., & Turner, L. H. (2022). The role of psychological ownership in organizational change readiness. Journal of Organizational Behavior, Advance Online Publication.

Ali, A., Sumaira, Siddique, H. M. A. S Ashiq. (2023). Impact of Economic Growth, Energy Consumption and Urbanization on Carbon Dioxide Emissions in the Kingdom of Saudi Arabia. Journal of Policy Research, 9(3), 130-140.

Amrutha, V., & Geetha, S. (2021). Linking organizational green training and voluntary workplace green behavior: Mediating role of green supporting climate and employees’ green satisfaction. Journal of Cleaner Production, 290, 125876.

Ashiq, S., Ali, A., Siddique, H. M. A., & Sumaira. (2023). Impact of Innovation on CO2 Emissions in South Asian Countries. Bulletin of Business and Economics (BBE), 12(2), 201-211.

Audi, M., and Ali, A. (2023). The Role of Environmental Conditions and Purchasing Power Parity in Determining Quality of Life among Big Asian Cities. International Journal of Energy Economics and Policy, 13(3), 292-305.

Audi, M., and Ali, A. (2023). Unveiling the Role of Business Freedom to Determine Environmental Degradation in Developing countries. International Journal of Energy Economics and Policy, 13(5), 157-164.

Bauer, T. N., Erdogan, B., & Taylor, S. (2012). Creating and maintaining environmentally sustainable organizations: Recruitment and onboarding.

Brown, K. A., & Davis, R. S. (2018). Employee perceptions of psychological ownership and its impact on turnover intentions. Journal of Applied Behavioral Science, 36(4), 432-448.

Cop, S., Alola, U. V., & Alola, A. A. (2020). Perceived behavioral control as a mediator of hotels' green training, environmental commitment, and organizational citizenship behavior: A sustainable environmental practice. Business Strategy and the Environment, 29(8), 3495- 3508.

Fawehinmi, O., Yusliza, M., Wan Kasim, W. Z., Mohamad, Z., & Sofian Abdul Halim, M. A. (2020). Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms.

Harvey, G., Williams, K., & Probert, J. (2013). Greening the airline pilot: HRM and the green performance of airlines in the UK. The International Journal of Human Resource Management, 24(1), 152-166.

Hayes, A. F. (2018). Partial, conditional, and moderated moderated mediation: Quantification, inference, and interpretation. Communication monographs, 85(1), 4-40.

Jabbour, C. J. C., Santos, F. C. A., & Nagano, M. S. (2008). Environmental management system and human resource practices: is there a link between them in four Brazilian companies? Journal of Cleaner Production, 16(17), 1922-1925.

Kim, Y. J., Kim, W. G., Choi, H.-M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83-93.

Memon, K. R., & Ghani, B. (2018). Role of Human Resource Management (HRM) Practices in the Lean Quality Strategy (LQS) Implementation: A Case Study of Bank. International Journal of Management Sciences and Business Research.

Norton, T. A., Parker, S. L., Zacher, H., & Ashkanasy, N. M. (2015). Employee green behavior: A theoretical framework, multilevel review, and future research agenda. Organization & Environment, 28(1), 103-125.

Paillé, P., & Mejía-Morelos, J. H. (2014). Antecedents of pro-environmental behaviours at work: The moderating influence of psychological contract breach. Journal of Environmental Psychology, 38, 124-131.

Paillé, P., Raineri, N., & Valeau, P. (2021). The effects of the psychological contract among professional employees working in non-professional organizations, 71(3), 521-543.

Renwick, D. W., Jabbour, C. J., Muller-Camen, M., Redman, T., & Wilkinson, A. (2016). Contemporary developments in Green (environmental) HRM scholarship: Taylor & Francis.

Saeed, B. B., Afsar, B., Hafeez, S., Khan, I., Tahir, M., & Afridi, M. A. (2019). Promoting employee's proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management, 26(2), 424- 438.

Smith, J. D., & Johnson, A. M. (2019). The impact of psychological ownership on workplace engagement. Journal of Applied Psychology, 104(3), 456-468.

Wang, L., Zhang, G., Shi, P., Lu, X., & Song, F. (2019). Influence of awe on green consumption: The mediating effect of psychological ownership. Frontiers in psychology, 10, 2484.

Wang, L., Zhang, G., Shi, P., Lu, X., & Song, F. (2019). Influence of awe on green consumption: The mediating effect of psychological ownership. Frontiers in psychology, 10, 2484.

Zhang, Y., Luo, Y., Zhang, X., & Zhao, J. (2019). How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability, 11(19), 5408.

Downloads

Published

2023-08-29

Issue

Section

Articles

How to Cite

NABEEL, D. M. ., AZIZ ULLAH, NAZIR, M. W. ., KHAN, S. A. ., & KHAN, S. Z. . (2023). IMPACT OF GREEN HRM PRACTICES ON GREEN VOLUNTEER BEHAVIOR: MEDIATION OF PSYCHOLOGICAL OWNERSHIP. Bulletin of Business and Economics (BBE), 12(2), 366-371. https://doi.org/10.61506/01.00009