Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator

Abstract

Wei Li,1 Alaa Amin Abdalla,2 Tamara Mohammad,3 Osama Khassawneh,4 Mahwish Parveen5 1School of Maritime Economics and Management, Dalian Maritime University, Dalian, Liaoning, People’s Republic of China; 2College of Business Administration, Abu Dhabi University, Abu Dhabi, United Arab Emirates; 3College of Business Administration, American University in the Emirates, Dubai, United Arab Emirates; 4Lazaridis School of Business and Economics, Wilfrid Laurier University, Waterloo, ON, Canada; 5Department of Management Sciences, Comsat University Islamabad, Islamabad, PakistanCorrespondence: Wei Li, Email [email protected]: Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee’s in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior.Methods: The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees.Results: The findings indicate that green HRM practices have a positive effect on employees’ in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment).Discussion: The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly.Keywords: green HRM practices, employee in-role green behavior, spiritual leadership, psychological green climate, supplies-values fit theory, MNC’s

Keywords

• green hrm practices
• employee in-role green behavior
• spiritual leadership
• psychological green climate
• supplies-values fit theory
• mnc’s