Green Human Resource Management, Employee Work Values, and Enterprise Environmental Performance

Area of Science:

• Business Administration
• Environmental Management
• Organizational Behavior

Background:

• Rapid economic development in China necessitates increased corporate environmental responsibility.
• Despite growing attention, corporate and employee environmental awareness requires enhancement.
• Green human resource management (GHRM) is a key strategy for improving environmental performance.

Purpose of the Study:

• To investigate the impact of GHRM on enterprise environmental performance.
• To examine the mediating role of employee work values in the GHRM-environmental performance relationship.
• To provide empirical insights for green human resource management and sustainable business practices.

Main Methods:

• Questionnaire survey distributed to 372 front-line employees and HR supervisors.
• Valid response rate of 97.5% (357 questionnaires).
• Statistical analyses including descriptive statistics, correlation, regression, and mediating effect tests.

Main Results:

• Green human resource management has a significant positive impact on environmental performance.
• Employee work values significantly mediate the relationship between GHRM and environmental performance.
• Findings underscore the importance of aligning HR practices with environmental goals.

Conclusions:

• GHRM is an effective strategy for enhancing corporate environmental performance.
• Cultivating employees' work values is crucial for maximizing the benefits of GHRM.
• The study offers practical guidance for enterprises pursuing green development and theoretical contributions to GHRM literature.