Skip navigation

Being sustainable: the three-way interactive effects of CSR, green human resource management, and responsible leadership on employee green behavior and task performance

Being sustainable: the three-way interactive effects of CSR, green human resource management, and responsible leadership on employee green behavior and task performance

He, Jie, Morrison, Alastair ORCID: 0000-0002-0754-1083 and Zhang, Hao (2021) Being sustainable: the three-way interactive effects of CSR, green human resource management, and responsible leadership on employee green behavior and task performance. Corporate Social Responsibility and Environmental Management, 28 (3). pp. 1043-1054. ISSN 1535-3958 (Print), 1535-3966 (Online) (doi:https://doi.org/10.1002/csr.2104)

[img] PDF (AAM)
35788_MORRISON_Being sustainable_The_three_way_interactive_effects_of_CSR.pdf - Accepted Version
Restricted to Repository staff only until 30 December 2022.

Download (696kB) | Request a copy
[img] PDF (Figures (AAM))
35788_MORRISON_Figures.pdf - Supplemental Material
Restricted to Repository staff only until 30 December 2022.

Download (237kB) | Request a copy
[img] PDF (Tables (AAM))
35788_MORRISON_Tables.pdf - Supplemental Material
Restricted to Repository staff only until 30 December 2022.

Download (388kB) | Request a copy

Abstract

The main goal of this research was to analyze the three-way interactive effects of corporate social responsibility (CSR), green human resource management (GHRM), and responsible leadership on employee green behavior and task performance. Social cognition theory was adopted to explore the context-behavior-performance framework. The research hypotheses were tested using data from a survey of 261 Millennial employees in five-star hotels in China. The results indicated that the three-way interactive effect of CSR, GHRM, and responsible leadership on employee green behavior and performance was significant and positive. In addition, green behavior played a mediation role in this relationship after controlling the effect of organizational identity. This suggests that behavioral improvements are a better predictor of performance than perceptions of organizational identity. The analysis enriches the context-behavior-performance framework literature and highlights that organizations can enhance sustainability by implementing CSR, GHRM, and responsible leadership.

Item Type: Article
Uncontrolled Keywords: China; corporate social responsibility (CSR); employee green behavior; employee task performance, green human resource management (GHRM), hotels, responsible leadership, sustainable development
Subjects: G Geography. Anthropology. Recreation > GE Environmental Sciences
H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
H Social Sciences > HD Industries. Land use. Labor > HD61 Risk Management
Faculty / School / Research Centre / Research Group: Faculty of Business
Faculty of Business > Department of Marketing, Events & Tourism
Faculty of Business > Tourism Research Centre
Last Modified: 11 Apr 2022 09:04
URI: http://gala.gre.ac.uk/id/eprint/35788

Actions (login required)

View Item View Item

Downloads

Downloads per month over past year

View more statistics