Research On The Influence Of Responsible Leadership On Employees' Green Creativit

With the increasing depletion of resources and the gradual deterioration of the natural ecology,the traditional high energy consumption and high emission development model of enterprises has become an important reason for limiting the sustainable development of enterprises,while green creativity plays a key role in achieving green and low-carbon transformation and sustainable development of enterprises.Therefore,enterprises should strengthen green capacity building and attach importance to talent training,and pay attention to the role model role of leadership behavior on employees’ cognition and behavior.Employee green creativity is socially and environmentally oriented,emphasizing the enhancement of environmental benefits.Therefore,attention needs to be paid to the influence of responsible leadership,which is also socially oriented and attentive to the needs of multiple stakeholders,on employee green creativity.In view of this,this study examines how responsible leadership promotes employees’ green creativity based on social cognitive theory and role identity theory,introduces green self-efficacy and green role identity as mediating variables in this relationship,and explores the moderating role of green human resource management(green HRM).The study was conducted on staff jobs in the manufacturing,hospitality and construction industries,and the 276 samples returned were tested and analyzed using SPSS 26.0 and Amos 24.0 data statistical analysis software.The findings showed that: there was a significant positive correlation between responsible leadership and green creativity;both green self-efficacy and green role identity play a mediating role in responsible leadership and green creativity;green HRM play a positively moderating role in responsible leadership and green self-efficacy and also positively moderated the relationship between green role identity in responsible leadership and employees’ Green HRM positively moderates the relationship between responsible leadership and green self-efficacy,and also positively moderates the relationship between green role identity in responsible leadership and employee green creativity.This study has the following three theoretical contributions: firstly,this study links responsible leadership with employees’ green creativity and enriches the antecedent variables of green creativity;secondly,this study verifies the mediating role of green self-efficacy and green role identity based on social cognitive theory and role identity theory,and unveils the mechanism through which responsible leadership affects employees’ green creativity;thirdly,this study introduces the scenario of green HRM as a moderating variable.Thirdly,this study introduces the scenario of green human resource management as a moderating variable,which expands the power mechanism of responsible leadership influencing employees’ green creativity.In addition,the findings of the study provide practical insights for managers: firstly,companies should pay attention to the cultivation and development of managers’ competencies and awareness,including the cultivation of leaders’ beliefs in responsibility and ethical awareness;secondly,corporate management should guide employees to imitate and implement environmentally friendly behaviors expected by the organization,and give recognition and rewards to subordinates who have implemented environmentally friendly behaviors;finally,managers should focus on the construction of a green HRM system to ensure that employees’ green creativity is Finally,managers should focus on the construction of a green human resource management system to ensure the output of employees’ green creativity and to provide institutional safeguards for the organization’s green innovation development.