Linking Green Hrm Practices To Environmental Performance: a Moderation-Mediation Analysis Of Ethical Leadership And Green Intellectual Capital

Abstract

In this contemporary world, where environmental concerns loom enormous, organizations play a vital role in shaping sustainable practices. This study sought to untangle the complex web of relationships between green human resource management practices, green intellectual capital, ethical leadership, and environmental performance. Data were collected from 215 HR professionals using a self-administered questionnaires, and analyzed using SPSS and SEM. The findings highlight the importance of green HRM practices in improving environmental performance by promoting the development and use of green intellectual capital pertaining to knowledge and skills related to sustainability. Furthermore, ethical leadership acts as a moderator and is crucial to enhancing the positive effects of green human resource management practices on green intellectual capital. This study deepens the understanding of how these factors work together in the hotel industry and advances knowledge about sustainability. It helps the hotel industry improve its sustainability efforts, stay competitive, keep its employees engaged, and meet its social responsibilities. The outcomes of this research contribute to the theory of supply-value fit. In the context of supply-value fit theory, green HR practices serve as an organizational “supply” of environmental policies and principles.

Keywords: Green HRM Practices, Green Intellectual Capital, Ethical Leadership, Environmental Performance.