Green human resource management and green organizational citizenship behavior: do green culture and green values matter?

Abstract

Purpose

Drawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator.

Design/methodology/approach

Valid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis.

Findings

The results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture–G-OCB relationship is significant.

Originality/value

The originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.

Citation

Hooi, L.W., Liu, M.-S. and Lin, J.J.J. (2022), "Green human resource management and green organizational citizenship behavior: do green culture and green values matter?", International Journal of Manpower, Vol. 43 No. 3, pp. 763-785. https://doi.org/10.1108/IJM-05-2020-0247