Tác động quản trị nguồn nhân lực xanh đến hành vi xanh của người lao động: Vai trò trung gian cam kết môi trường và điều tiết của lãnh đạo xanh

Tóm tắt

As organizations increasingly pursue sustainable development and green transformation, fostering employees' green behavior has become a strategic priority in human resource management. Nevertheless, limited evidence exists regarding the mechanisms through which Green Human Resource Management (GHRM) promotes such behavior, particularly when environmental commitment and green leadership are considered simultaneously. Drawing on the Ability-Motivation-Opportunity (AMO) theory, Social Exchange Theory, and Social Learning Theory, this study develops and tests an integrated research model. Survey data were collected from 493 employees working in Vietnamese enterprises and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The findings reveal that GHRM exerts a significant positive influence on both employees' green behavior and environmental commitment, while environmental commitment emerges as the strongest predictor of green behavior. Furthermore, environmental commitment mediates the relationship between GHRM and employees' green behavior, whereas green leadership strengthens the positive effect of GHRM on environmental commitment. These findings advance the understanding of the psychological and organizational mechanisms underlying workplace green behavior. They also suggest that integrating green HRM practices with leadership that consistently demonstrates pro-environmental values can substantially enhance organizational sustainability initiatives and strengthen the effectiveness of environmental management strategies.