ABSTRACT

Informed by the social exchange, environmental identity, and value-belief-norm theories, this study is the first to examine the mediating and interaction mechanisms of green human resource management (HRM) practices, connectedness to nature, and conscientiousness on employees’ pro-environmental performance (P-EP) in the context of hospitality in Kazakhstan (Almaty), Central Asia. The data were collected from 220 employees of four- and five-star hotels. Reliability, construct validity, and the proposed hypotheses were tested using AMOS 26.0. The results reveal that green HRM positively affects two types of employees’ P-EP: task-related and proactive. The findings also confirm the mediating role of connectedness to nature in the relationship between green HRM and employees’ task and proactive P-EP. Furthermore, interaction analyses show that conscientiousness strengthens the impact of green HRM on employees’ proactive P-EP. The managerial takeaways of this study will help to embed and implement green philosophy and environmentally friendly practices in the hospitality industry.

摘要

本研究以社会交换、环境认同和价值信念规范理论为指导，首次考察了绿色人力资源管理（HRM）实践、与自然的联系和尽责性对员工敬业度的中介和互动机制。中亚哈萨克斯坦（阿拉木图）酒店业环境绩效（P-EP）。这些数据来自四星级和五星级酒店的 220 名员工。使用 AMOS 26.0 测试了可靠性、结构效度和提出的假设。结果表明，绿色 HRM 对两类员工的 P-EP 产生积极影响：任务相关的和主动的。研究结果还证实了与自然的联系在绿色 HRM 与员工任务和主动 P-EP 之间的关系中的中介作用。此外，交互分析表明，尽责性增强了绿色 HRM 对员工主动 P-EP 的影响。本研究的管理要点将有助于在酒店业中嵌入和实施绿色理念和环保实践。