Research On The Impact Of Green Human Resource Management On Organizational Citizenship Behavior For The Environment

With the increasingly prominent environmental problems,the concept of sustainable development has become more and more popular.The country’s emphasis on the coordinated development of economy and environment is constantly increasing.As one of the main sources of pollution discharge,enterprises have important responsibilities for environmental protection and governance.Among them,green human resource management,as an important way for enterprises to implement environmental management,realizes the sustainable development of enterprises by mobilizing the initiative and enthusiasm of employees.In addition,organizational citizenship behavior for the environment is a way to promote the implementation of corporate environmental policies,and plays an important role in improving corporate environmental performance and undertaking environmental and social responsibilities.Therefore,it is of great significance for academia and business circles to explore the effect and mechanism of green human resource management on organizational citizenship behavior for the environment.Based on reviewing and commenting on previous literature on green human resource management,organizational citizenship behavior for the environment,environmental self-responsibility,perception of environmental problems and green self-efficacy,this study constructs a conceptual model of green human resource management and organizational citizenship behavior for the environment from the perspective of social information processing theory,and then analyzes the mediating role of environmental protection self-responsibility as well as the moderating role of perception of environmental problems and green self-efficacy.Finally,this study drew inspiration from mature domestic and foreign scales to design survey questionnaires,collected 623 valid questionnaires,and analyzed the data using SPSS 25.0 and Mplus7.4 to draw research conclusions and propose management suggestions.The final research conclusions of this paper are :(1)Green human resource management can positively affect organizational citizenship behavior for the environment;(2)Green human resource management can positively affect environmental self-responsibility;(3)Environmental self-responsibility can positively affect organizational citizenship behavior for the environment;(4)Environmental self-responsibility plays a mediating role between green human resource management and organizational citizenship behavior for the environment;(5)Perception of environmental problems positively regulates the promotion of green human resource management to environmental self-responsibility;(6)Green self-efficacy positively regulates the promotion of environmental self-responsibility to organizational citizenship behavior for the environment.According to the research conclusions,this paper puts forward the following management suggestions:firstly,enterprises should actively implement green human resource management practices;secondly,enterprises should strengthen their environmental motivation by promoting environmental issues to employees;finally,enterprises should promote employees to implement more environmental behaviors by cultivating their green self-efficacy.