Research On The Impact Mechanism Of Corporate Green Human Resource Management On Employees' Proactive Green Behavio

The issue of environmental pollution has sparked people’s thinking about green governance and the pursuit of sustainable development.At the 75 th United Nations General Assembly,China officially proposed the "dual carbon" goal,and the report of the 20 th National Congress of the Communist Party of China once again emphasized the importance of the environment to humanity,proposing to promote green development and accelerate the green transformation of development methods.As a key member of this national environmental war,enterprises’ environmental responsibility and green operations have also received much attention.Human resources are the most important resource for enterprises,so green human resource management in enterprises has become a major topic of concern for researchers and business managers at this stage.This study is based on the background of Chinese enterprises and explores and enriches the mechanism of green human resource management on employees’ proactive green behavior from the individual psychological level.Based on social exchange theory,self-determination theory,and individual environment matching theory,a theoretical model of the relationship between green human resource management and employee proactive green behavior was constructed.Seven research hypotheses were proposed,and the survey data of318 employees in two large state-owned manufacturing enterprises were analyzed using advanced statistical analysis tools such as SPSSAU22.0 through interviews and questionnaire surveys,The research results indicate that green human resource management has a significant positive impact on employees’ proactive green behavior,and employees’ intrinsic green motivation and relational psychological contracts play a mediating role in this process.Green values positively regulate the relationship between green human resource management,employee relational psychological contracts,and employees’ intrinsic green motivation.Finally,a specific analysis of the empirical results was conducted,and four management strategies were proposed:strengthening green human resource management practices and emphasizing proactive green behavior among employees,establishing relational psychological contracts with employees,strengthening employees’ intrinsic green motivation,and emphasizing the role of green values in promoting green human resource management practices in enterprises.A series of specific and effective management action suggestions were proposed for each management strategy,Expanding the research scope of green human resource management provides theoretical and practical references for promoting employee proactive green behavior from the perspective of human resource management,thereby achieving organizational green development.