Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries
Green human resource management (GHRM) plays a central role in shaping an organization’s environmental performance as it can foster environmentally responsible behavior and activities among employees. This study investigates how GHRM practices—including green recruitment and selection (GRS), green t...
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| Main Authors: | , , , , |
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| Format: | Article |
| Language: | English |
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IOP Publishing
2025-01-01
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| Series: | Environmental Research Communications |
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| Online Access: | https://doi.org/10.1088/2515-7620/adcde5 |
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| author | Huu-Dung Nguyen Bui Duc Tho Dinh Bao Ho Duc Duong Nguyen Kim Quoc Cuong Phuong |
| author_facet | Huu-Dung Nguyen Bui Duc Tho Dinh Bao Ho Duc Duong Nguyen Kim Quoc Cuong Phuong |
| author_sort | Huu-Dung Nguyen |
| collection | DOAJ |
| description | Green human resource management (GHRM) plays a central role in shaping an organization’s environmental performance as it can foster environmentally responsible behavior and activities among employees. This study investigates how GHRM practices—including green recruitment and selection (GRS), green training and development (GTD), green performance management and appraisal (GPMA), green reward and compensation (GRC), and green empowerment (GE)—relate to pro-environmental behaviors (PEBs). The mediating role of self-efficacy and psychological green climate (PGC) is also examined. The partial least squares structural equation model (PLS-SEM) and bootstrapping were used to evaluate data from 570 Vietnamese hospitality workers across 92 hotels rated between 3 and 5 stars in diverse regions of Vietnam. The findings indicate that GHRM can only directly affect employees’ PEBs by implementing GTD. However, additional GHRM practices can demonstrate the impact made feasible by the mediating effects of PGC and self-efficacy. Particularly, self-efficacy can mediate GRS, GPMA, and GE, while PGC can mediate GRC. These findings may assist marketers and policymakers in gaining valuable insights to design more effective interventions that promote sustainable tourism. |
| format | Article |
| id | doaj-art-c90ce2d21c5a41e38bd149d225433620 |
| institution | DOAJ |
| issn | 2515-7620 |
| language | English |
| publishDate | 2025-01-01 |
| publisher | IOP Publishing |
| record_format | Article |
| series | Environmental Research Communications |
| spelling | doaj-art-c90ce2d21c5a41e38bd149d2254336202025-08-20T02:57:52ZengIOP PublishingEnvironmental Research Communications2515-76202025-01-017505500210.1088/2515-7620/adcde5Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industriesHuu-Dung Nguyen0https://orcid.org/0000-0003-1977-3874Bui Duc Tho1https://orcid.org/0009-0002-4569-0503Dinh Bao Ho2Duc Duong Nguyen3https://orcid.org/0009-0004-1261-0313Kim Quoc Cuong Phuong4https://orcid.org/0009-0003-1441-6074Department of Natural Resources Economics. National Economics University , 207 Giai Phong Str., Hanoi, VietnamUniversity Council. National Economics University , 207 Giai Phong Str., Hanoi, VietnamDepartment of Human Resource Management. National Economics University , 207 Giai Phong Str. Hanoi, VietnamInternational School of Management and Economics. National Economics University , 207 Giai Phong Str., Hanoi, VietnamInternational School of Management and Economics. National Economics University , 207 Giai Phong Str., Hanoi, VietnamGreen human resource management (GHRM) plays a central role in shaping an organization’s environmental performance as it can foster environmentally responsible behavior and activities among employees. This study investigates how GHRM practices—including green recruitment and selection (GRS), green training and development (GTD), green performance management and appraisal (GPMA), green reward and compensation (GRC), and green empowerment (GE)—relate to pro-environmental behaviors (PEBs). The mediating role of self-efficacy and psychological green climate (PGC) is also examined. The partial least squares structural equation model (PLS-SEM) and bootstrapping were used to evaluate data from 570 Vietnamese hospitality workers across 92 hotels rated between 3 and 5 stars in diverse regions of Vietnam. The findings indicate that GHRM can only directly affect employees’ PEBs by implementing GTD. However, additional GHRM practices can demonstrate the impact made feasible by the mediating effects of PGC and self-efficacy. Particularly, self-efficacy can mediate GRS, GPMA, and GE, while PGC can mediate GRC. These findings may assist marketers and policymakers in gaining valuable insights to design more effective interventions that promote sustainable tourism.https://doi.org/10.1088/2515-7620/adcde5green human resource managementgreen behaviorhospitality sectorself-efficacypsychological green climate |
| spellingShingle | Huu-Dung Nguyen Bui Duc Tho Dinh Bao Ho Duc Duong Nguyen Kim Quoc Cuong Phuong Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries Environmental Research Communications green human resource management green behavior hospitality sector self-efficacy psychological green climate |
| title | Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries |
| title_full | Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries |
| title_fullStr | Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries |
| title_full_unstemmed | Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries |
| title_short | Connecting green human resource management practices with employee’s pro-environmental behaviours: the role of self-efficacy and psychological green climate in the emerging hospitality industries |
| title_sort | connecting green human resource management practices with employee s pro environmental behaviours the role of self efficacy and psychological green climate in the emerging hospitality industries |
| topic | green human resource management green behavior hospitality sector self-efficacy psychological green climate |
| url | https://doi.org/10.1088/2515-7620/adcde5 |
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