Socially responsible human resource management for sustainable performance in a moderated mediation mechanism
This study examines Socially Responsible Human Resource Management (SRHRM) for the common good through the connections between the psychological green climate (PGC) and employee green behavior (EGB). In doing so, it explores the influence of SRHRM and PGC on EGB and sustainable performance (SP) as w...
Saved in:
| Main Authors: | , , , , |
|---|---|
| Format: | Article |
| Language: | English |
| Published: |
Elsevier
2024-12-01
|
| Series: | Sustainable Futures |
| Subjects: | |
| Online Access: | http://www.sciencedirect.com/science/article/pii/S2666188824002119 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| _version_ | 1846117637256380416 |
|---|---|
| author | Abdullah Al Mamun Md. Aftab Uddin Tarek Rana Shetu Ranjan Biswas Mouri Dey |
| author_facet | Abdullah Al Mamun Md. Aftab Uddin Tarek Rana Shetu Ranjan Biswas Mouri Dey |
| author_sort | Abdullah Al Mamun |
| collection | DOAJ |
| description | This study examines Socially Responsible Human Resource Management (SRHRM) for the common good through the connections between the psychological green climate (PGC) and employee green behavior (EGB). In doing so, it explores the influence of SRHRM and PGC on EGB and sustainable performance (SP) as well as the moderating effect of PGC on EGB for organizing sustainable dimensions of HRM for environmental common goods. Drawing on the notion of the common good, this study mobilizes the ability motivation opportunity theory to articulate the nexus of business ethics and the environment. This study is quantitative in nature, following the deducting reason approach. Data were collected from 307 manufacturing companies using a survey. To ensure robustness, structural equation modeling using the AMOS software was used to analyze the data. The study's results show that both SRHRM and PGC directly influence EGB, which proxies to affect the organizational SP precisely. However, the results also show that SRHRM has no significant direct repercussions on SP, and the analysis of the moderation effect revealed that PGC does not intervene in the relationship between SRHRM and EGB. This paper contributes to an interesting conjuncture of growing literature on the adoption and impact of SRHRM and SP, which we argue can become the epicenter of ethical business processes to ensure the common environmental good. This study shows that organizations can flourish sustainable behavioral aspects, values, norms, and practices in business processes and among employees by nurturing the tenets of SRHRM, PGC, and EGB, which will increase the organizational capacity to transform the environmental common good. |
| format | Article |
| id | doaj-art-64b9a451cfda4065856ea4f931ae87d2 |
| institution | Kabale University |
| issn | 2666-1888 |
| language | English |
| publishDate | 2024-12-01 |
| publisher | Elsevier |
| record_format | Article |
| series | Sustainable Futures |
| spelling | doaj-art-64b9a451cfda4065856ea4f931ae87d22024-12-18T08:52:48ZengElsevierSustainable Futures2666-18882024-12-018100362Socially responsible human resource management for sustainable performance in a moderated mediation mechanismAbdullah Al Mamun0Md. Aftab Uddin1Tarek Rana2Shetu Ranjan Biswas3Mouri Dey4Department of Human Resource Management, University of Chittagong, Chattogram 4331, BangladeshDepartment of Human Resource Management, University of Chittagong, Chattogram 4331, Bangladesh; Corresponding author at: University of Chittagong, Bangladesh 4331.Department of Accounting, School of Accounting, Informaiton Systems and Supply Chain, RMIT University, Melbourne, Victoria 3000, AustraliaAssistant Professor, Department of Management, University of Chittagong, Chattogram 4331, Bangladesh; PhD Student, Department of Management, Information Systems, and Entrepreneurship, Carson College of Business, Washington State University, Pullman, WA 99163, USADepartment of Accounting, University of Chittagong, Chattogram 4331, BangladeshThis study examines Socially Responsible Human Resource Management (SRHRM) for the common good through the connections between the psychological green climate (PGC) and employee green behavior (EGB). In doing so, it explores the influence of SRHRM and PGC on EGB and sustainable performance (SP) as well as the moderating effect of PGC on EGB for organizing sustainable dimensions of HRM for environmental common goods. Drawing on the notion of the common good, this study mobilizes the ability motivation opportunity theory to articulate the nexus of business ethics and the environment. This study is quantitative in nature, following the deducting reason approach. Data were collected from 307 manufacturing companies using a survey. To ensure robustness, structural equation modeling using the AMOS software was used to analyze the data. The study's results show that both SRHRM and PGC directly influence EGB, which proxies to affect the organizational SP precisely. However, the results also show that SRHRM has no significant direct repercussions on SP, and the analysis of the moderation effect revealed that PGC does not intervene in the relationship between SRHRM and EGB. This paper contributes to an interesting conjuncture of growing literature on the adoption and impact of SRHRM and SP, which we argue can become the epicenter of ethical business processes to ensure the common environmental good. This study shows that organizations can flourish sustainable behavioral aspects, values, norms, and practices in business processes and among employees by nurturing the tenets of SRHRM, PGC, and EGB, which will increase the organizational capacity to transform the environmental common good.http://www.sciencedirect.com/science/article/pii/S2666188824002119Socially responsible HRMPsychological green climateEnvironmental common goodEmployee green behaviourSustainable performance |
| spellingShingle | Abdullah Al Mamun Md. Aftab Uddin Tarek Rana Shetu Ranjan Biswas Mouri Dey Socially responsible human resource management for sustainable performance in a moderated mediation mechanism Sustainable Futures Socially responsible HRM Psychological green climate Environmental common good Employee green behaviour Sustainable performance |
| title | Socially responsible human resource management for sustainable performance in a moderated mediation mechanism |
| title_full | Socially responsible human resource management for sustainable performance in a moderated mediation mechanism |
| title_fullStr | Socially responsible human resource management for sustainable performance in a moderated mediation mechanism |
| title_full_unstemmed | Socially responsible human resource management for sustainable performance in a moderated mediation mechanism |
| title_short | Socially responsible human resource management for sustainable performance in a moderated mediation mechanism |
| title_sort | socially responsible human resource management for sustainable performance in a moderated mediation mechanism |
| topic | Socially responsible HRM Psychological green climate Environmental common good Employee green behaviour Sustainable performance |
| url | http://www.sciencedirect.com/science/article/pii/S2666188824002119 |
| work_keys_str_mv | AT abdullahalmamun sociallyresponsiblehumanresourcemanagementforsustainableperformanceinamoderatedmediationmechanism AT mdaftabuddin sociallyresponsiblehumanresourcemanagementforsustainableperformanceinamoderatedmediationmechanism AT tarekrana sociallyresponsiblehumanresourcemanagementforsustainableperformanceinamoderatedmediationmechanism AT sheturanjanbiswas sociallyresponsiblehumanresourcemanagementforsustainableperformanceinamoderatedmediationmechanism AT mouridey sociallyresponsiblehumanresourcemanagementforsustainableperformanceinamoderatedmediationmechanism |