The Double‐Edged Sword Effect of Green Human Resource Management Practices on Employees' Green Behaviors at Home
基于工作-家庭资源模型，研究揭示了绿色人力资源管理实践通过绿色工作需求和资源两条路径影响员工家庭绿色行为，且主动活力管理调节了这种双刃剑效应。
ABSTRACT While increasing evidence supports the workplace benefits of green human resource management (HRM) practices, this research explores how and when employees' experiences with these practices influence their green behaviors at home. Drawing on the work‐home resource model, this study examines the dual mechanisms of green job demands and resources while also exploring the moderating role of proactive vitality management. Study 1, a four‐wave time‐lagged survey, revealed that experienced green HRM practices were associated with both green job demands and green job resources. On the one hand, green job demands led to increased green job fatigue, which in turn reduced green behaviors at home. On the other hand, green job resources fostered green self‐efficacy, which subsequently enhanced green behaviors at home. Importantly, the negative indirect relationship between green HRM practices and green behaviors at home via green job demands and green job fatigue was stronger when employees' proactive vitality management was low, whereas the positive indirect relationship via green job resources and green self‐efficacy was stronger when proactive vitality management was high. Study 2, a four‐wave cross‐lagged survey, replicated the findings of Study 1 and further clarified the causal direction of these relationships. This research contributes to the literature on green HRM practices by uncovering their cross‐domain implications and highlighting both their benefits and costs.