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Green human resource management, green organization identity and organizational citizenship behavior for the environment: the moderating effect of environmental values

Zonghua Liu (School of Economics and Management, China Three Gorges University, Yichang, China)
Shiye Mei (School of Electronic Commerce, Jiujiang University, Jiujiang, China)
Yulang Guo (School of Business Administration, Guangdong University of Finance and Economics, Guangzhou, China)

Chinese Management Studies

ISSN: 1750-614X

Article publication date: 7 December 2020

Issue publication date: 31 March 2021




Green human resource management (GHRM) is a new management philosophy and pattern that applies the concept of “green” to human resource management, which plays an important role in realizing environmental goals and obtaining competitive advantage. Based on 201 effective samples from 3 manufacturing enterprises, this study investigates the relationship between GRHM, green organization identity (GOI), environmental values and organizational citizenship behaviors for the environment (OCBEs). The results show that GRHM has a significant positive impact on OCBEs, and GOI plays an intermediary role in the relationship between GRHM and OCBEs, and environmental values moderate the impact of GRHM on GOI and OCBEs. The findings have important theoretical implications for enterprises to achieve green development strategy.


This study selects three manufacturing enterprises certified by the environmental management system ISO14001, which meet the environmental protection requirements of the Chinese Government, local communities and customers. Through interviews and referring to enterprise documents, the researchers find that the enterprises have set environmental protection standards such as energy consumption, solid waste emissions, water consumption and waste recycling. The enterprises surveyed have adopted the GRHM practice, such as green training for employees, encouraging employees to participate in green activities and so on. This study collects data in two ways: on-the-spot and entrustment questionnaire distribution. In the first stage, the data of GRHM and environmental values were collected. A total of 277 questionnaires were distributed and 264 were sent back, among them 252 were valid.


GRHM has a positive impact on OCBEs. GOI mediates the influence of GRHM on the OCBEs, and environmental values moderate the effect of GRHM on organizational identity and OCBEs.


This paper investigates the effect and mechanism of GRHM in China and provides theoretical guidance for enterprises to implement green management effectively.



The authors are grateful for the generous support of the Projects of the National Social Science Foundation of China (Grant number:19BGL131).


Liu, Z., Mei, S. and Guo, Y. (2021), "Green human resource management, green organization identity and organizational citizenship behavior for the environment: the moderating effect of environmental values", Chinese Management Studies, Vol. 15 No. 2, pp. 290-304.



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