GHRM, Psychological Green Climate and Individual Green Values: An integrative model

• Autor(a) principal: Marques, Margarida Bourdain Correia
• Data de Publicação: 2022
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/27489
• topic: Organisational sustainability; Green Human Resource Management; Green practices; Psychological Green Climate; Individual Green Values; Satisfação no trabalho -- Job satisfaction; Sustentabilidade organizacional; Gestão de Recursos Humanos Verde; Práticas verdes

Sustainability is an increasingly relevant and troubling issue for the world, especially for organisations. Climate change continues to affect our lives, and organisations are the biggest contributors to the exacerbation of this situation and the deterioration of the environment. Thus, the implementation of a sustainable strategy and the adoption of green practices are becoming imperative for organisations. This is how Green Human Resource Management emerges. The purpose of this paper is to determine the importance of Green Human Resource Management practices. A literature review was conducted focusing on the concept of Green Human Resource Management and its evolution, its antecedents, mediators and moderators, and finally its consequences and effects. Data were collected from a random sample of 143 participants. In terms of results, the mediating role of Psychological Green Climate and the moderating role of Individual Green Values in the relationship between Green Practices and Job Satisfaction and Intention to Quit were tested. The results obtained showed that there is a positive association between some Green Practices and Job Satisfaction, and a negative association between Green Practices and Intention to Quit. The mediating effects of Psychological Green Climate and the moderating effects of Individual Green Values on the relationship between Green Practices and Job Satisfaction and Intention to Quit were proved. And finally, the negative association between Job Satisfaction and Intention to Quit was confirmed.