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Purpose The purpose of this study is to investigate the impact mechanism of green human resource management (GHRM) on employee organizational citizenship behavior for the environment (OCBE). The authors maintain that anticipated environmental pride and guilt serve as dual mediators on the relationship between GHRM and OCBE, while environmental value discrepancy between employees and coworkers of the employees serve as the moderator on this relationship. Design/methodology/approach For this study, 226 valid questionnaires were obtained from various industries (food, machinery, electronics, etc.) in China and a hierarchical regression analysis was performed. Findings The results revealed that GHRM exerts a direct influence on OCBE, as well as indirect effects through anticipated environmental emotions. Environmental value discrepancy moderates the relationship between GHRM and anticipated environmental emotions. Originality/value The contribution of this study is not only to investigate the emotional impact mechanism between GHRM and employee OCBE, but also to identify the boundary conditions for the effect of GHRM on employees’ anticipated environmental emotions. The authors' findings offer a new theoretical framework for future research on GHRM, as well as practical implications for researchers and managers in organizational environmental management.
Lu et al. (2022) studied this question.