Purpose

This study aims to demystify the mediating mechanism behind the relationship between green human resource management (HRM) and an organization’s environmental performance with the support of resource-based view theory and social exchange theory. Specifically, this study investigates the sequential mediation of green work engagement and green innovation on the direct effect of green HRM on environmental performance.

Design/methodology/approach

This quantitative study collected data from 311 employees working in various Indian manufacturing firms using an online survey. Structural equation modeling was used to determine the model fit of the serial mediation model, and PROCESS macro was used to test the hypotheses.

Findings

The findings of the study revealed the following important results. First, green HRM positively affects an organization’s environmental performance. Second, green work engagement mediates the effect of green HRM on environmental performance. Third, green innovation mediates the effect of green HRM on environmental performance. Fourth, green work engagement and green innovation sequentially mediate the green HRM–environmental relationship.

Practical implications

This study offers the following practical implications. First, it improves the managerial comprehension of the processes in enhancing environmental performance. Second, it implies that managers need to implement green HRM in their organizations as they play a pivotal role in improving employees’ green work engagement, organizations’ green innovation and environmental performance.

Originality/value

The present study is one of the primary research works that examined the serial mediating effect of green work engagement and green innovation in the relationship between green HRM and environmental performance. This study enriches the existing literature on green HRM and environmental performance by uncovering the mediating mechanism of green work engagement and green innovation.

中文翻译：

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揭秘绿色人力资源管理、绿色工作参与、绿色创新和环境绩效之间的关系：系列中介模型

目的

本研究旨在在资源基础观理论和社会交换理论的支持下，揭秘绿色人力资源管理（HRM）与组织环境绩效之间关系背后的中介机制。具体来说，本研究调查了绿色工作参与和绿色创新对绿色人力资源管理对环境绩效的直接影响的顺序中介作用。

设计/方法论/途径

这项定量研究通过在线调查收集了在印度各制造企业工作的 311 名员工的数据。使用结构方程模型来确定串行中介模型的模型拟合，并使用PROCESS宏来检验假设。

发现

研究结果揭示了以下重要结果。首先，绿色人力资源管理对组织的环境绩效产生积极影响。其次，绿色工作参与调节绿色人力资源管理对环境绩效的影响。第三，绿色创新调节绿色人力资源管理对环境绩效的影响。第四，绿色工作参与和绿色创新依次调节绿色人力资源管理与环境的关系。

实际影响

这项研究提供了以下实际意义。首先，它提高了管理人员对提高环境绩效过程的理解。其次，这意味着管理者需要在组织中实施绿色人力资源管理，因为他们在提高员工的绿色工作参与度、组织的绿色创新和环境绩效方面发挥着关键作用。

原创性/价值

本研究是检验绿色工作参与和绿色创新在绿色人力资源管理与环境绩效之间关系中的系列中介效应的主要研究工作之一。本研究通过揭示绿色工作参与和绿色创新的中介机制，丰富了有关绿色人力资源管理和环境绩效的现有文献。