Using green human resource management to encourage pro-environmental behavior in employees: The role of workplace spirituality and person–organization fit

Abstract

Purpose. Business globalization has changed away from traditional finance-based success measurement and toward a capacity-based economy that embraces enterprises’ green management features. While this change in the business world has led to the emergence of green human resources practices, this new human resources model has also triggered environmentally friendly behaviors of employees. Method. In this research, we assumed that employee-organization fit, and workplace spirituality can be important mediators between green human resources management and employees’ environmentally friendly behaviors, and we tested this assumption on white-collar personnel in Turkey. Our field study, which we conducted on 425 people and tested the results in the AMOS program, supported the assumptions in the research hypotheses. Findings. The results of our research reveal the mediating effect of person—organization fit on employees’ responsible and pro-environmental behavior. The results of our research reveal the mediating effect of the fit of individuals with responsible behavior and the pro-environmental behavior of employees. Furthermore, workplace spirituality has also emerged as a mediating factor in the relationship between green human resources management practices and responsible behavior. Value of results. The research results are essential and unique in emphasizing the importance of soft elements such as workplace spirituality and person-organization fitwithin the organization in the reflection of green human resources management practices in individuals’ lives outside the organization.