An analytical study on the impact of green human resource management in the hospitality sector

The public's growing concern about environmental issues has sparked studies into green policies, particularly in human resource management strategy. Despite the fact that the theme of green human resource management (GHRM), defined as an environmental management-oriented human resource management strategy, has recently gained popularity, previous research has largely ignored (1) the indirect effects of employee environmental commitment and organizational citizenship behavior for the environment (OCBE) on the links between GHRM practices and corporate environmental performance; and (2) the interactive influences of among and GHRM practices on corporate environmental performance. This work aims to bridge such research gaps by examining a new conceptual framework that explores the direct, indirect, and interactive roles of GHRM practices (e.g., training, performance management, and employee involvement) to organizations’ environmental performance by extending Ability-Motivation Opportunities and social exchange theories.The paper makes contributions by (1) emphasizing the relevance of Ability-Motivation-Opportunity and social exchange theories in a green context to investigate the relationships between GHRM practices and corporate environmental performance; (2) adding to the existing literature by analyzing the indirect roles of employee environmental commitment and OCBE, as well as the interactive effects of GHRM practices on corporate environmental performance.