The effect of green human resource management (GHRM) practices on employees' environmental engagement, attitudes, and behaviors is well‐known. What is less known is which GHRM practices can have a positive influence on achieving green performance through the mediating role played by people's engagement. To address the research gaps, this study used mixed‐method research design. In Phase 1, this study focused on the advanced manufacturing context of Italy by surveying 540 managers to develop a multiple regression model and test six different GHRM practices as the hypotheses. In Phase 2, qualitative data analysis was analyzed. Our findings highlighted that GHRM practices connected with awards and compensations did not affect green performance. Conversely, a correlation was observed between achieving green performance and practices such as training, aligning management with the company's strategic environmental goals and objectives, involving managers in the process of defining the goals and objectives, and the green reputation of the company and the managers who can act as environmentally responsible leaders. This study extends social exchange theory and opens new avenues for further research and proposes several practical suggestions for practitioners.

中文翻译：

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利用绿色人力资源管理实践实现绿色绩效：来自意大利制造业背景的证据

绿色人力资源管理（GHRM）实践对员工的环保参与、态度和行为的影响是众所周知的。鲜为人知的是，哪些 GHRM 实践可以通过人们参与的中介作用对实现绿色绩效产生积极影响。为了弥补研究空白​​，本研究采用了混合方法研究设计。在第一阶段，本研究重点关注意大利的先进制造业环境，通过调查 540 名管理人员来开发多元回归模型并测试六种不同的 GHRM 实践作为假设。在第二阶段，进行了定性数据分析。我们的研究结果强调，与奖励和补偿相关的 GHRM 实践不会影响绿色绩效。相反，我们观察到实现绿色绩效和实践之间存在相关性，例如培训、使管理与公司的战略环境目标保持一致、让管理者参与制定目标和目标的过程、以及公司和管理者的绿色声誉。可以充当对环境负责的领导者。这项研究扩展了社会交换理论，为进一步研究开辟了新的途径，并为实践者提出了一些实用的建议。