Bring more than green? The impact of green human resource management on hospitality employees' organizational citizenship behaviors

Hotels are implementing green human resource management to achieve sustainable development in response to increasingly stringent environmental policies and to meet stakeholder expectations. This study aims to elucidate the impact of green human resource management (GHRM) on organizational citizenship behaviors (OCBs) implemented by hospitality employees in organizational, interpersonal, and customer contexts, respectively. Specifically, a mediation model with dual moderation from employees' personality, perceptual and cognitive perspectives simultaneously is proposed, which supported by organizational support theory, social identity theory and social cognitive theory. Structural equation modeling is used to evaluate 440 data collected from the Chinese hospitality industry based on conditional sampling method. This paper finds that GHRM can promote OCBs towards the organization and customers and perceived CSR has a mediating effect. Employees' environmental value positively moderates the promotion of perceived CSR through GHRM implementation, and the proactive personality positively moderates the relationship between perceived CSR and OCBs towards the organization and customers. The original value of the study lies in the simultaneous consideration of the three aspects of employees' cognition, perception, and personality, expanding the research perspective of GHRM and discovering the benefits beyond green that this green management model can bring. For hotel managers, this study helps them understand that GHRM brings hotels more than just green. Hotels should focus on matching potential employees' attributes with the organizational culture during recruitment and on improving employees' environmental value and proactive personality level during their subsequent training.