Several studies have unveiled that green human resource management (GHRM) positively affects employees' voluntary green behaviors at work. However, the literature has overlooked the influence of GHRM on employee beyond‐work green activism—employees' participation in different environmental campaigns and initiatives and supporting/influencing organizations, environmental groups, and political actions aimed at protecting the natural environment. We hypothesize that GHRM leads to employee beyond‐work green activism directly and indirectly via green organizational learning. The present study also tests the moderating role of responsible leadership in the GHRM‐green organizational learning link. Multisource survey data collected using the time‐lagged strategy supported the proposed relationships. The findings offer important recommendations for managers that can help them signify the role of business organizations and HR practices in protecting the natural environment.

中文翻译：

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通过绿色人力资源管理激发员工绿色行动主义：绿色组织学习和负责任领导的作用


多项研究表明，绿色人力资源管理 （GHRM） 对员工在工作中自愿的绿色行为产生积极影响。然而，文献忽视了 GHRM 对员工工作外绿色行动主义的影响——员工参与不同的环保运动和倡议，以及支持/影响旨在保护自然环境的组织、环保团体和政治行动。我们假设 GHRM 通过绿色组织学习直接或间接地导致员工在工作之外的绿色行动主义。本研究还测试了负责任的领导在 GHRM-绿色组织学习联系中的调节作用。使用时间滞后策略收集的多源调查数据支持所提出的关系。这些发现为管理人员提供了重要建议，可以帮助他们了解商业组织和人力资源实践在保护自然环境方面的作用。