Green and non-green outcomes of green human resource management (GHRM) in the tourism context

Abstract

Globally, organizational espousal of green and sustainable operations has been critically facilitated by green human resource management (GHRM) initiatives, especially in the tourism and hospitality sector. This research is an effort to examine the nuances of employees’ responses to GHRM and contribute to this field by examining how narcissism, an individual trait and boundary condition, influences GHRM’s relationship with employees’ green (voluntary and task-related practices) and non-green outcomes (task performance and job satisfaction). Our hypotheses, grounded in social identity and trait activation theories, were tested with data obtained through a time-lagged two-wave survey of 219 UK-based hotel employees via the Prolific Academic platform. Analysis revealed significant associations between GHRM and all employee outcomes. Narcissism was shown to have a significant moderating effect on GHRM’s associations with both green and non-green (task performance) be haviors. Our results imply important understandings for the advancement of theoretical knowledge and practical implementation of GHRM