This research examines the influence of green human resource management (green HRM) on employee ecological behaviour (EEB) by drawing on Ability‐Motivation‐Opportunity theory. The mediating roles of green culture and green satisfaction are also investigated. The paper employs a quantitative design using a convenience sampling technique/approach by collecting data using a structured questionnaire from 308 academics working in the Malaysian higher education institutions. Partial least squares‐structural equation modelling is employed to verify the proposed hypotheses. The results demonstrate that green HRM positively impacts green culture and green satisfaction. Furthermore, green satisfaction positively influences EEB, where it fully mediates the association between green HRM and EEB. These results are helpful for HR professionals and senior management in terms of how green HRM may impact employee green outcomes. To date, the literature on green HRM in the higher education context is limited. This study not only enriches the general literature on green HRM but also offers a novel contribution regarding the introduction of green culture and green satisfaction as mediating variables in the association between green HRM and EEB.

中文翻译：

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绿色人力资源管理和员工生态行为：测试绿色文化和绿色满意度作为马来西亚高等教育的平行中介因素

本研究利用能力-动机-机会理论探讨绿色人力资源管理（绿色HRM）对员工生态行为（EEB）的影响。还研究了绿色文化和绿色满意度的中介作用。该论文采用便利抽样技术/方法进行定量设计，通过结构化调查问卷从马来西亚高等教育机构工作的 308 名学者收集数据。采用偏最小二乘结构方程模型来验证所提出的假设。结果表明，绿色人力资源管理对绿色文化和绿色满意度产生积极影响。此外，绿色满意度对EEB产生积极影响，它充分调节绿色人力资源管理和EEB之间的关联。这些结果对于人力资源专业人员和高级管理层了解绿色人力资源管理如何影响员工的绿色成果很有帮助。迄今为止，高等教育背景下绿色人力资源管理的文献还很有限。这项研究不仅丰富了绿色人力资源管理的一般文献，而且还提供了关于引入绿色文化和绿色满意度作为绿色人力资源管理和建筑节能之间关系的中介变量的新颖贡献。