The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction
Abstract
:1. Introduction
2. Theoretical Framework and Development of Hypotheses
2.1. Green HRM and Organizational Identification
2.2. Organizational Identification and OCB
2.3. Green HRM and Job Satisfaction
2.4. Job Satisfaction and OCB
2.5. The Mediating Role of Organizational Identification in the Relationship between Green HRM and OCB
2.6. The Mediating Role of Job Satisfaction in the Relationship between Green HRM and OCB
3. Methodology
3.1. Research Context
3.2. Questionnaire and Measures
3.3. Data Collection
3.4. Data Analysis
3.5. Common Method Variance
4. Results
5. Discussion and Conclusions
5.1. Implications for Theory on Sustainability
5.2. Implications for the Practice of Sustainability
5.3. Limitations, Directions for Future Research and Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Construct | Items | Scale |
---|---|---|
Green Human Resource Management GREEN_HRM | GREEN_HRM 1: “My company selects employees based on environmental criteria”. | Five-point Likert scale ranging from 1. Strongly disagree to 5. Strongly agree. |
Adapted from Guerci et al. [14] | GREEN_HRM 2: “My company attracts employees through its environmental commitment”. | |
GREEN_HRM 3: “My company creates environmental training programs for employees”. | ||
GREEN_HRM 4: “My company creates environmental training programs for managers”. | ||
GREEN_HRM 5: “At my company, employee job descriptions include environmental responsibilities”. | ||
GREEN_HRM 6: “My company encourages employee involvement in environmental issues”. | ||
GREEN_HRM 7: “My company sets environmental goals for managers”. | ||
GREEN_HRM 8: “In this organization, managers’ evaluation includes environmental performance objectives”. | ||
GREEN_HRM 9: “In this organization, employees’ evaluation includes environmental performance objectives”. | ||
GREEN_HRM 10: “My company has non-monetary incentives for environmental performance”. | ||
GREEN_HRM 11: “My company has variable compensation based on environmental performance”. | ||
Organizational Citizenship Behaviors (OCB) | OCB1: “I help colleagues who have a high workload”. | Five-point Likert scale ranging from 1. Strongly disagree to 5. Strongly agree. |
Adapted from Konovsky and Organ [65] | OCB2: “I help colleagues who have been absent”. | |
OCB3: “I help make colleagues more productive”. | ||
OCB4: “I help to orient new colleagues regarding environmental practices even if I have not been asked to do so”. | ||
OCB5: “I share knowledge about environmental practices with colleagues if necessary to help them with their work”. | ||
OCB6: “I respect the rights and privileges of others”. | ||
OCB7: “I do not take actions without first consulting the people who could be affected”. | ||
OCB8: “I keep the workplace clean”. | ||
OCB9: “I keep myself informed about the company’s environmental development”. | ||
Organizational Identification (OI) | OI1: “I am genuinely interested in what others think about this organization”. | Five-point Likert scale ranging from 1. Strongly disagree to 5. Strongly agree. |
Adapted from Mael and Ashforth [39] | OI2: “When I talk about this organization, I say “we” more often than “them”. | |
OI3: “The success of this organization is my success”. | ||
OI4: “When someone praises the organization, I feel it as a personal compliment”. | ||
OI5: “If a news article in the media criticized the organization where I work, I would feel embarrassed”. | ||
Job Satisfaction (SATIS) | SATIS1: “Being able to keep myself busy at all times”. | Five-point Likert scale ranging from 1. Totally dissatisfied to 5. Totally satisfied. |
Adapted from Weiss et al. [66] | SATIS2: “The possibility to work independently in my position”. | |
SATIS3: “The opportunity to do different things from time to time”. | ||
SATIS4: “The opportunity to “be somebody in life”. | ||
SATIS5: “The way my boss handles his/her workers”. | ||
SATIS6: “My supervisor’s competence in making decisions”. | ||
SATIS7: “The way my job provides for steady employment”. | ||
SATIS8: “The possibility of helping other people”. | ||
SATIS9: “The ability to tell people what to do”. | ||
SATIS10: “The possibility of doing something that allows me to use my skills”. | ||
SATIS11: “The way company policies are put into practice”. | ||
SATIS12: “The chances for advancement on this job”. | ||
SATIS13: “The freedom to use my own judgment”. | ||
SATIS14: The possibility of using my own methods to do my work”. | ||
SATIS15: “The working conditions”. | ||
SATIS16: “The way my co-workers get along with each other”. | ||
SATIS17: “Recognition for doing a good job”. | ||
SATIS18: “The feeling of accomplishment I get from the job”. |
Variable | Mean | STD.DEV. | 1 | 2 | 3 | 4 |
---|---|---|---|---|---|---|
1. Green HRM | 3.24 | 0.98 | (0.70) a (0.96) b | |||
2. OI | 4.15 | 0.70 | 0.280 *** | (0.50) a (0.80) b | ||
3. Job Satisfaction | 3.99 | 0.59 | 0.557 *** | 0.577 *** | (0.46) a (0.94) b | |
4. OCB | 4.37 | 0.46 | 0.493 *** | 0.380 *** | 0.545 *** | (0.30) a (0.86) b |
Consequent | |||||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Antecedent | M1 (PSR) | M2 (OI) | Y (OCB) | ||||||||||||
β | SE | t-Test | CI 95% [LL; UL] | β | SE | t-Test | CI 95% [LL; UL] | β | SE | t-Test | CI 95% [LL; UL] | ||||
X (Green HRM) | A1 | 0.20 | 0.06 | 3.17 ** | 0.07/0.33 | A2 | 0.35 | 0.05 | 7.56 *** | 0.26/0.44 | c’ | 0.13 | 0.04 | 3.03 * | 0.05/0.22 |
M1 (OI) | - | - | - | - | - | - | - | B1 | 0.07 | 0.06 | 1.26 | −0.04/0.19 | |||
M2 (SATIS) | - | - | - | - | - | - | - | B2 | 0.25 | 0.08 | 3.03 * | 0.09/0.42 | |||
K | iM1 | 3.50 | 0.21 | 16.36 *** | 3.08/3.93 | iM2 | 2.86 | 0.16 | 18.33 *** | 2.55/3.17 | iY | 2.62 | 0.25 | 10.55 | 2.13/3.12 |
R2 = 0.08 F(1.18) = 10.02 < 0.001 | R2 = 0.33 F(1.18) = 57.14 < 0.001 | R2 = 0.36 F(3.11) = 21.54 < 0.001 |
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Freire, C.; Pieta, P. The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction. Sustainability 2022, 14, 7557. https://doi.org/10.3390/su14137557
Freire C, Pieta P. The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction. Sustainability. 2022; 14(13):7557. https://doi.org/10.3390/su14137557
Chicago/Turabian StyleFreire, Carla, and Pietra Pieta. 2022. "The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction" Sustainability 14, no. 13: 7557. https://doi.org/10.3390/su14137557
APA StyleFreire, C., & Pieta, P. (2022). The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction. Sustainability, 14(13), 7557. https://doi.org/10.3390/su14137557