Toward pro-environmental performance in the hospitality industry: empirical evidence on the mediating and interaction analysis

ABSTRACT

Informed by the social exchange, environmental identity, and value-belief-norm theories, this study is the first to examine the mediating and interaction mechanisms of green human resource management (HRM) practices, connectedness to nature, and conscientiousness on employees’ pro-environmental performance (P-EP) in the context of hospitality in Kazakhstan (Almaty), Central Asia. The data were collected from 220 employees of four- and five-star hotels. Reliability, construct validity, and the proposed hypotheses were tested using AMOS 26.0. The results reveal that green HRM positively affects two types of employees’ P-EP: task-related and proactive. The findings also confirm the mediating role of connectedness to nature in the relationship between green HRM and employees’ task and proactive P-EP. Furthermore, interaction analyses show that conscientiousness strengthens the impact of green HRM on employees’ proactive P-EP. The managerial takeaways of this study will help to embed and implement green philosophy and environmentally friendly practices in the hospitality industry.

本研究在社会交流、环境认同和价值信念规范理论的指导下，首次审视中亚哈萨克斯坦（阿拉木图）酒店服务环境里，绿色人力资源管理（HRM）实践、自然联系性以及员工亲环境表现（P-EP）尽责性的中介与互动机制。数据收集自220名四星级和五星级酒店员工。使用AMOS 26.0测试了可靠性、建构效度以及提出的假设。结果显示:绿色人力资源管理正面影响员工们与任务相关以及主动性这两类亲环境表现。研究结果还证实了自然联系性在绿色人力资源管理与员工的任务及主动亲环境表现关系里的中介作用。此外，互动分析显示:尽责性增强了绿色人力资源管理对员工主动亲环境表现的影响。本研究对管理的启示将有助于在酒店业嵌入和实施绿色理念以及环保实践。

KEYWORDS:

• Green HRM
• pro-environmental performance
• connectedness to nature
• conscientiousness
• hotels

Acknowledgements

We are grateful to the Editor-in-chief and three anonymous re-viewers for their constructive comments that helped enhance an earlier version of the paper. In addition, we thank Miss Mariya Shvyreva for her significant role in the data collection process.

Disclosure statement

No potential conflict of interest was reported by the author(s).