Green human resource management in enhancing employee environmental commitment in the hotel industry

Abstract

Green human resource management has become an emerging topic currently. Its role toward employee environmental commitment at the workplace is critical to organizations developing to a green strategy, especially the hotel industry. However, there are few published studies concentrated on this work. Thus, our study aims to fill this theoretical gap. Drawing on Social exchange theory, ability-motivation-opportunity (AMO) framework, and existing literature of green human resource management and employee environmental commitment, authors propose a conceptual model for the hotel industry that presents the relationships between two works. The model clarifies: (1) direct effects of GHRM practices at hotels (green training, green reward, and green organizational culture) on employee environmental commitment and (2) interactive two-way effects (moderating effects - e.g. green training x green reward, and green training x green organizational culture) and interactive three-way effect of GHRM practices (e.g. green training x green reward x green organizational culture) on employee environmental commitment. This study contributes to existing literature in extending (1) Social exchange theory application in green context to investigate the GHRM-employee environmental commitment relationship, and (2) AMO framework to explore the interactive effects of this work that give a theoretical suggestion to scholars working in sustainable human resource management as well as in tourism management.