Effects of HR management on employee environmental behaviour: The role of green organizational culture

Abstract

Employee environmental behaviour (EEB) is among the necessary conditions for implementing strategies and enhancing the performance of environmentally friendly organizations. However, there is a lack of theoretical and empirical research on the mechanism for forming such behaviours and the effects it suffers from the company’s internal environment. The article studies the relationship between the green human resources management (GHRM) practices and green organizational culture (GOC), as well as looks at the impact they have on the formation of employee environmental behaviour. The concepts of green human resource management, environmental behaviour and green organizational culture constitute the methodological basis of the study. The empirical base is the survey results of employees working in production and non-production divisions of the Russian oil and gas enterprises. Data analysis and hypothesis testing were based on structural equation modelling using the partial least squares (PLS) method. The research results show that HR practices with the mediated participation of GOC exert a strong impact on EEB demonstrated in the workplace and in voluntary initiatives and activities. The results of the study contribute to the understanding of the cause-and-effect relationships between the company’s HRM activities and EEB and can be used to develop measures to formulate and promote green organizational policy.