Green human resource management and green organizational citizenship behavior: do green culture and green values matter?

Purpose Drawing on the Ability-Motivation-Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator. Design/methodology/approach Valid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis. Findings The results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture-G-OCB relationship is significant. Originality/value The originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.

Automated summary

This study utilizes the AMO theory to examine the effects of G-HRM on G-OCB, with green culture as the mediator and green values as the moderator. The results show that green culture significantly mediates the G-HRM-G-OCB relationship, and green values have a significant moderating effect on the relationship between green culture and G-OCB.