The interactive model of green HRM practices and line manager's ethical leadership: employee intentions for green behavior and attitudes toward the organization
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Shim, Hanbo. The interactive model of green HRM practices and line manager's ethical leadership: employee intentions for green behavior and attitudes toward the organization. Retrieved from https://doi.org/doi:10.7282/t3-w3ft-yz45
TitleThe interactive model of green HRM practices and line manager's ethical leadership: employee intentions for green behavior and attitudes toward the organization
DescriptionGreen human resource management (green HRM) research has recently emerged as sustainability-targeted HRM to promote employee's pro-environmental behavior and serve the strategic goals of corporate environmental sustainability. In this study, I examine the effects of commitment-eliciting and compliance-achieving green HRM practices under the line managers' ethical leadership from employees' perspective. Specifically, I test the two-way effects of commitment-eliciting and compliance-achieving green HRM practices on employees' green behavior intentions, trust in the organization, and organizational cynicism. Further, I suggest the roles of line managers' ethical leadership to facilitate the interaction between the two orientations of green HRM practices. Conducting a scenario-based video vignette experiment with 417 undergraduate students from two U.S. universities, I find that commitment-eliciting green HRM practices have direct effects on the employee outcomes. However, neither the two-way nor three-way effects of green HRM practices and line managers' ethical leadership are significant. Meanwhile, the results from supplemental analyses reveal that the compliance-achieving green HRM practices per se have direct effects on employees' green behavior intentions and trust in an organization. Moreover, the line manager's ethical leadership strengthens a negative relationship between commitment-eliciting green HRM practices and organizational cynicism. Despite its findings and limitations, this study has implications for commitment-eliciting and compliance-achieving HRM orientations in a green HRM context, as well as suggesting how an ethical line manager may enact the two orientations of green HRM among employees and address the strategic goals of environmental sustainability.