Green HRM practices, employee well‐being, and sustainable work behavior: Examining the moderating role of resource commitment
研究加纳中小企业中绿色人力资源管理实践如何通过员工绿色行为影响员工主观福祉，并发现资源承诺会强化这一关系。
Abstract This study examines how green human resource management (HRM) practices impact employees' subjective well‐being through the mediating mechanism of employees' green behavior (EGB). We further explore the moderating role of resource commitment. Based on a sample of 249 employees and their supervisors working in small‐ to medium‐sized enterprises (SMEs) in Ghana, we discovered that green HRM practices have a positive influence on EGB, and this connection is further reinforced by resource commitment. The analysis also reveals that EGB serves as a mediator in the relationship between green HRM practices and employees' subjective well‐being. These findings suggest that green HRM practices affect employees' subjective well‐being through EGB. The wider implications of these findings for theory and HRM practitioners are discussed.