The relationship between strategic human resource management, green innovation and environmental performance: a moderated-mediation model

Michael Yao-Ping Peng, Li Zhang, Meng-Hsiu Lee (), Fang-Yih Hsu, Yan Xu and Yuan He
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Michael Yao-Ping Peng: Foshan University
Li Zhang: Siam University
Meng-Hsiu Lee: Tamkang University
Fang-Yih Hsu: National Sun Yat-sen University
Yan Xu: Fujian University of Technology
Yuan He: Fujian Vocational & Technical College of Water Conservancy & Electric Power

Palgrave Communications, 2024, vol. 11, issue 1, 1-13

Abstract: Abstract This study investigates the impact of strategic human resource management (SHRM) on fostering green innovation and enhancing environmental performance among employees in the Asia-Pacific region. In the context of intensifying competition in the industrial sector, it is essential to understand how SHRM influences employees’ innovative capabilities and their alignment with environmental goals. Our research suggests that effective SHRM strategies can significantly increase self-efficacy and stimulate green innovation, thus reinforcing the alignment between individual and organizational environmental objectives. To empirically test these hypotheses, we conducted a survey of 487 employees and used Smart-PLS 4.0 for structural equation modeling. This method allowed us to examine both the mediating and moderating effects within our model. The results indicate that self-efficacy mediates the relationship between SHRM practices and green innovation, while person-organization fit significantly moderates the relationship between green innovation and environmental performance. This study offers novel insights into how SHRM can promote environmental consciousness and innovation within organizations. By underscoring the roles of self-efficacy and person-organization fit, our research enriches the broader scholarly dialog on strategic human resource management and its environmental implications.

Date: 2024
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DOI: 10.1057/s41599-024-02754-7

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