The Green Dilemma: The Impact of Inconsistent Green Human Resource Management and Innovation on Employees’ Creative Performance
Abstract
:1. Introduction
2. Theoretical Foundation
2.1. Cue Consistency Theory
2.2. Social Information Processing Theory
3. Literature Review and Hypothesis Development
3.1. GHRM, OGI, and EGC
3.2. GHRM and OGI
3.3. The Mediating Role of Uncertainty Perception
4. Methodology
4.1. Participants
4.2. Measurement Instruments
4.2.1. GHRM
4.2.2. OGI
4.2.3. EGC
4.2.4. UP
4.3. Variable Data Processing Technology
5. Results
5.1. Common Method Deviation Test
5.2. Confirmatory Factor Analysis
Model | χ2 | df | RMSEA | CFI | SRMR |
---|---|---|---|---|---|
Four-factor model: (GHRM, OGI, UP, EGC) | 861.986 | 224.00 | 0.083 | 0.883 | 0.047 |
Three-factor model: (GHRM, OGI + UP, EGC) | 1057.765 | 227.000 | 0.094 | 0.847 | 0.053 |
Two-factor model: (GHRM + OGI + UP, EGC) | 1065.648 | 229.000 | 0.094 | 0.846 | 0.054 |
Single-factor model: (GHRM + OGI + UP + EGC) | 1091.633 | 230.000 | 0.054 | 0.841 | 0.054 |
5.3. Descriptive Statistical Results and Correlation Analysis
5.4. Path Analysis and Hypothesis Testing
5.5. Mediation Effect Test
6. Discussion and Conclusion
7. Implications
7.1. Theoretical Implications
7.2. Practical Implications
8. Limitations and Future Research
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Variables | M | SD | 1 | 2 | 3 | 4 |
---|---|---|---|---|---|---|
GHRM | 4.20 | 0.66 | 1 | |||
OGI | 4.26 | 0.63 | 0.86 ** | 1 | ||
UP | 1.85 | 0.73 | −0.71 ** | 0.68 ** | 1 | |
EGC | 4.27 | 0.56 | 0.80 ** | 0.77 ** | −0.68 ** | 1 |
EGC | ||||||
---|---|---|---|---|---|---|
Model (1) | Model (2) | Model (3) | ||||
B | SE | B | SE | B | SE | |
(constant) | 0.464 | 0.228 | 0.220 | 0.179 | 0.251 | 0.192 |
Gender | 0.049 | 0.04 | 0.044 | 0.031 | 0.056 | 0.033 |
Age | −0.037 | 0.036 | −0.002 | 0.028 | −0.012 | 0.030 |
Education | −0.001 | 0.038 | 0.015 | 0.03 | −0.011 | 0.032 |
Years of working with leaders | 0.113 | 0.029 | 0.028 | 0.023 | 0.053 | 0.025 |
Job level | 0.016 | 0.022 | −0.002 | 0.017 | −0.001 | 0.019 |
Enterprise nature | −0.021 | 0.029 | −0.016 | 0.023 | 0.002 | 0.025 |
Enterprise establishment year | 0.023 | 0.033 | 0.002 | 0.026 | −0.002 | 0.028 |
Enterprise scale | 0.036 | 0.027 | 0.008 | 0.021 | 0.020 | 0.022 |
Engaged in industry | −0.032 | 0.009 | −0.011 | 0.007 | −0.012 | 0.008 |
Environmental awareness | 0.803 | 0.043 | 0.434 | 0.041 | 0.439 | 0.046 |
GHRM | 0.485 *** | 0.03 | ||||
OGI | 0.458 *** | 0.035 | ||||
R2 | 0.546 | 0.725 | 0.682 | |||
F | 47.951 *** | 95.204 *** | 77.255 *** | |||
∆R2 | 0.179 | 0.135 | ||||
∆F | 258.048 *** | 168.496 *** |
Variables | EGC | ||
---|---|---|---|
Mode (1) | Model (2) | Model (3) | |
(constant) | 0.464 | 1.790 | 1.584 |
Gender | 0.049 | 0.048 | 0.036 |
Age | −0.037 | −0.001 | −0.014 |
Education | −0.001 | 0.008 | 0.017 |
Years of working with leaders | 0.113 | 0.027 | 0.032 |
Job level | 0.016 | −0.003 | 0.011 |
Enterprise nature | −0.021 | −0.01 | −0.005 |
Enterprise establishment year | 0.023 | −0.002 | −0.006 |
Enterprise scale | 0.036 | 0.009 | 0.000 |
Engaged in industry | −0.032 | −0.009 | −0.008 |
Environmental awareness | 0.803 | 0.396 | 0.400 |
GHRM, b1 | 0.386 *** | 0.348 *** | |
GHRM b2 | 0.142 ** | 0.429 ** | |
GHRM2, b3 | 0.111 ** | ||
GHRM × OGI, b4 | −0.17 ** | ||
OGI2, b5 | 0.180 *** | ||
R2 | 0.546 | 0.731 | 0.748 |
∆R2 | 0.184 *** | 0.202 *** | |
Consistency line | |||
slope (b1 + b2) | 0.777 *** | ||
curvature (b3 + b4 + b5) | 0.121 ** | ||
Inconsistencies Line | |||
slope (b1 − b2) | −0.081 | ||
curvature (b3 − b4 + b5) | 0.461 *** |
EGC | ||||
---|---|---|---|---|
Model (1) | Model (2) | |||
B | SE | B | SE | |
(constant) | 1.863 | 0.171 | 2.113 | 0.195 |
Gender | 0.042 | 0.027 | 0.043 | 0.027 |
Age | 0.003 | 0.025 | 0.003 | 0.025 |
Education | 0.005 | 0.026 | 0.009 | 0.026 |
Years of working with leaders | 0.011 | 0.020 | 0.006 | 0.020 |
Job level | −0.008 | 0.015 | −0.007 | 0.015 |
Enterprise nature | −0.001 | 0.020 | −0.002 | 0.020 |
Enterprise establishment year | −0.004 | 0.023 | −0.005 | 0.023 |
Enterprise scale | 0.006 | 0.018 | 0.008 | 0.018 |
Engaged in industry | −0.005 | 0.007 | −0.002 | 0.007 |
Environmental awareness | 0.253 | 0.040 | 0.245 | 0.039 |
Block variable | 0.763 *** | 0.036 | 0.705 *** | 0.042 |
CU | −0.068 | 0.026 | ||
R2 | 0.786 | 0.789 | ||
F | 132.259 *** | 123.533 *** | ||
∆R2 | 0.003 | |||
∆F | 8.726 ** |
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Jia, Q.; Zhang, Y.; Liu, M. The Green Dilemma: The Impact of Inconsistent Green Human Resource Management and Innovation on Employees’ Creative Performance. Sustainability 2025, 17, 4831. https://doi.org/10.3390/su17114831
Jia Q, Zhang Y, Liu M. The Green Dilemma: The Impact of Inconsistent Green Human Resource Management and Innovation on Employees’ Creative Performance. Sustainability. 2025; 17(11):4831. https://doi.org/10.3390/su17114831
Chicago/Turabian StyleJia, Qiong, Yan Zhang, and Mengxin Liu. 2025. "The Green Dilemma: The Impact of Inconsistent Green Human Resource Management and Innovation on Employees’ Creative Performance" Sustainability 17, no. 11: 4831. https://doi.org/10.3390/su17114831
APA StyleJia, Q., Zhang, Y., & Liu, M. (2025). The Green Dilemma: The Impact of Inconsistent Green Human Resource Management and Innovation on Employees’ Creative Performance. Sustainability, 17(11), 4831. https://doi.org/10.3390/su17114831