Cognitive and Affective Pathways Linking Green Human Resource Management to Employee Green Behavior: Dual Mediating Roles of Green Innovation and Job Satisfaction
基于信号理论，研究了绿色创新和工作满意度在绿色人力资源管理影响员工绿色行为中的双重中介作用，对泰国制造业员工的调查发现两者均起中介作用。
ABSTRACT Despite growing interest in green human resource management (HRM), limited empirical evidence explains the mechanisms through which green HRM translates into employee green behavior. Addressing this gap, this study develops and tests an integrative model that examines green innovation and job satisfaction as dual mediating mechanisms linking green HRM to employee green behavior, drawing on signaling theory. Using a quantitative, cross‐sectional survey design, data were collected from 796 employees in seven Thai manufacturing organizations certified under the Green Industry Standard. Structural equation modeling was employed to test the hypothesized relationships. The results show that green HRM positively influences employee green behavior both directly and indirectly through green innovation and job satisfaction. These findings, which reveal parallel cognitive (organizational‐level) and affective (individual‐level) pathways through which green HRM fosters sustainable employee behavior, advance theory and offer actionable insights for green HR strategy design.