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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Title
The interactive model of green HRM practices and line manager's ethical leadership: employee intentions for green behavior and attitudes toward the organization
LanguageTerm (authority = ISO 639-3:2007); (type = text)
English
Abstract (type = abstract)
Green 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.
Subject (authority = RUETD)
Topic
Industrial Relations and Human Resources
Subject (authority = local)
Topic
Green HRM
Subject (authority = LCSH)
Topic
Personnel management
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TitleInfo
Title
Rutgers University Electronic Theses and Dissertations
Identifier (type = RULIB)
ETD
Identifier
ETD_9650
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Form (authority = gmd)
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application/pdf
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text/xml
Extent
1 online resource (v, 129 pages) : illustrations
Note (type = degree)
M.S.
Note (type = bibliography)
Includes bibliographical references
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TitleInfo
Title
School of Graduate Studies Electronic Theses and Dissertations
Identifier (type = local)
rucore10001600001
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PhysicalLocation (authority = marcorg); (displayLabel = Rutgers, The State University of New Jersey)
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