Green HRM, Employee Performance & Employee Green Behavior Relationships: The Mediating Role of Green Organizational Support

Abstract

Purpose – Green human resources management (GHRM) is considered a critical tool for achieving sustainable behaviors in organizations. This research aims to propose a research model that investigates the mediating role of perceived green organizational support in the relations between GHRM-employee green behavior and GHRM-employee performance. Design/methodology/approach – The data for the study was obtained from employees of five-star hotels in Antalya. The study was conducted within the framework of the causal research design, one of the quantitative research methods. The hypotheses proposed in the research model were tested using SPSS PROCESS Macro. Findings – The research findings reveal that GHRM practices significantly impact employee performance and green behavior. However, when GHRM practices and perceived green organizational support are analyzed together, the direct effect of GHRM practices on employee performance and green behavior becomes insignificant. The mediation analysis results indicate that the impact of GHRM on employee performance and employee green behavior occurs indirectly through perceived green organizational support, demonstrating a full mediation in this relationship. Discussion – Encouraging and supporting green behaviors through GHRM practices can enhance job outcomes and promote employee green behaviors through perceived green organizational support. Hotel employees perceive GHRM as an investment in their professional development and a form of corporate support, leading to improved performance and increased engagement in green behaviors. The findings highlight perceived green organizational support as a key mechanism linking GHRM to employee performance and green behavior.