Activity: Talk or presentation types › Conference contribution (without a publication) › Academic
While adopting green Human Resource Management (HRM) has been associated with more pro-environmental behaviors among employees, it is still unclear how and when such behaviors emerge, and whether these can spill over to other valuable outcomes. In response, we examine how employee perceptions of green HRM and its believed authenticity interact to predict affective organizational commitment via pro-environmental behavior. The results of a time-lagged field study suggest that green HRM perceptions positively relate to pro-environmental behavior and subsequent commitment, particularly when green HRM is ascribed to sincere and authentic motives. Complementary, a vignette experiment, consolidated the proposed causality relationships and showcased that green HRM perceptions combined with strong (versus weak) HRM authenticity beliefs led to more (versus less) pro-environmental behavior and commitment tendencies. Overall, these findings provide novel insights into the mechanism and boundary conditions of two seminal responses to green HRM, thereby endorsing novel implications for theory and practice.
15 Mar 2023
Sustainable HRM Spring Workshop 2023: Striving for Impact: Sustainable HRM for the Common-Good