Boonthong Uahiranyanon, Wannaporn Buddhapoompitak, Chatchawan Phudthonamochaia, Narumol Limlahapun
Purpose: The aim of the research was to provide perspectives on the antecedents and outcomes of Green Human Resource Management (GHRM) practices at both the organizational and individual levels. We also tried to investigate the mechanisms by which GHRM practices can contribute to positive outcomes for employees.
Design/Methodology/Approach: The data were obtained and analyzed using a two-study approach. Study 1 included 195 hotels at organizational level, whereas study 2 brought insights by means of an online questionnaire from 500 employees working in different a sector which is at individual level. In both studies, the study model was evaluated using partial least square structural equation modelling.
Findings: All the hypotheses of this study have been accepted. In particular, Organizational Environmental Culture (OEC) has a positive relationship with GHRM practices at organizational level, whereas GHRM management has a positive relationship with Organizational Environmental Performance (OEP). Similarly, Meaningfulness Through Work (MTW) has a significant mediating effect between GHRM practices and job satisfaction (JS). Likewise, GHRM practices have a positive impact on JS at individual level.
Originality/Value: The study contributes significantly to theory and practices with new insights into GHRM practices, its antecedents and outcomes at individual and organizational level as well as through two economies (developed and emerging). This also clarifies the outcomes of GHRM practices at individual level and the area still not well explored. This research leads to a deeper understanding of GHRM practices and positive outcomes of employees with its emphasis on MTW as a significant mediating variable.