Green thumbs at work: Boosting employee eco-participation through ecocentric leadership, green crafting, and green human resource management

Hina Zafar, Ashish Malik, Ritika Gugnani*, Reeti Agarwal, Shivinder Nijjer

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

8 Citations (Scopus)

Abstract

Drawing on the social exchange theory, we examined a sequential mediation process linking “ecocentric leadership” and “employees' voluntary green behavior”. We also considered the aspects of “green crafting” and employees' “thriving at work” in association with “ecocentric leadership” and “employees' voluntary green behavior”. On the basis of data from 438 employees employed in Pakistan's textile industry, green crafting mediates the relationship amid “ecocentric leadership” and “employees' thriving at work”. We also established that “green crafting” and employees' “thriving at work” serially mediate the association between “ecocentric leadership” and “employees' voluntary green behavior”. “Green human resource management” practices were also a significant moderator in the “green crafting”-“voluntary green behavior” relationship providing support for the combined effect of “green human resource management” practices and “green crafting” in augmenting “thriving at work”. The findings of the study provide significant theoretical and managerial inferences to enable organizations to implement green human resource practices effectively and enable their voluntary green behavior by facilitating them to thrive at work.

Original languageEnglish
Article number139718
Number of pages14
JournalJournal of Cleaner Production
Volume432
Early online date23 Nov 2023
DOIs
Publication statusPublished - 20 Dec 2023

Bibliographical note

Funding Information:
Finally, the present study employed a recent conditional mediation technique via PLS-SEM. Based on hypothesis 7, the conditional mediation technique in PLS-SEM is used to understand how high levels of GHRM practices strengthen or weaken the mediation effect of thriving at work between green crafting and employees’ VGB relationship. Table 8 shows that the index of conditional mediation is supported, as the p-value is < 0.05 and the confidence interval (CI) excludes zero (95% CI: 0.01 to 0.05). Hence, the results supported that under the high level of GHRM practices, the indirect effect of green crafting on VGB is stronger (β = 0.03, p = 0.01).

Publisher Copyright:
© 2023 Elsevier Ltd

Keywords

  • Ecocentric leadership
  • Green crafting
  • Green human resource management practices
  • Textile industry
  • Thriving at work
  • Voluntary green behavior

ASJC Scopus subject areas

  • Renewable Energy, Sustainability and the Environment
  • General Environmental Science
  • Strategy and Management
  • Industrial and Manufacturing Engineering

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