The Impact of Green Human Resource Management on Employee Eco-Behavior: The Mediating Role of Organizational Identification and The Moderating Role of Leadership Support

Abstract

Global environmental degradation demands organizations to integrate sustainability principles into their operational strategies, where employee eco -behavior is the key to achieving ecological goals. This study aims to examine the impact of Green Human Resource Management (GHRM) on employee eco-behavior, by analyzing the mediating role of organizational identification and the moderating role of leadership support. A quantitative approach with a correlational design was used in this study, targeting a sample of employees in the manufacturing sector that implements environmentally sound operational standards. Data collection was conducted through a structured questionnaire and analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The results are expected to show that GHRM has a significant positive effect directly on employee eco-behavior. In addition, organizational identification is proven to partially mediate the relationship between GHRM and employee eco-behavior, confirming the perspective of Social Identity Theory. Furthermore, leadership support is proven to strengthen the positive relationship between GHRM and organizational identification and employee eco-behavior, in accordance with Social Exchange Theory. These findings provide theoretical contributions to the green human resource management literature and practical implications for organizational leaders in designing HR policies and leadership styles that support environmental sustainability.