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<p>The significant environmental impact of the food industry, particularly its substantial contribution to global carbon emissions, necessitates a focus on green innovations. Despite this, factors promoting innovative performance within China’s fast-food sector remain underexplored. This study investigated how green human resource management (GHRM) practices, green empowerment (GE), and green corporate social responsibility (GCSR) influence IOP. A questionnaire survey was conducted with 464 fast-food and quick-serving restaurants in China, employing a stratified random sampling technique. The proposed relationships were then analyzed using SEM via SMART-PLS. The results indicate that GHRM practices significantly influence IOP, highlighting that organizations implementing such practices achieve greater innovation. Green corporate social responsibility (GCSR) acts as a partial mediator for all GHRM practices except green recruitment and selection (GRS). Interestingly, GCSR was found to significantly moderate GRS’s impact on IOP, suggesting its crucial role in translating GRS policies into enhanced innovativeness. The moderating impact of green empowerment was found to be insignificant. These findings underscore the key role of GHRM practices in tangible innovation outcomes. Organizations in the fast-food industry should strategically integrate GCSR into their core operations, especially in recruitment and selection, to maximize their innovative performance.</p>

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Driving innovation in fast-food industry: integrating green HRM, green empowerment, and green CSR

  • 期刊论文

  • 发表日期：

    2025年7月22日

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  • Jamshed Khalid,
  • Mi Chuanmin,
  • Muhammad Umair Ashraf,
  • Muhammad Haroon Rasheed,
  • Muhammad Shahid Rasheed

摘要

The significant environmental impact of the food industry, particularly its substantial contribution to global carbon emissions, necessitates a focus on green innovations. Despite this, factors promoting innovative performance within China’s fast-food sector remain underexplored. This study investigated how green human resource management (GHRM) practices, green empowerment (GE), and green corporate social responsibility (GCSR) influence IOP. A questionnaire survey was conducted with 464 fast-food and quick-serving restaurants in China, employing a stratified random sampling technique. The proposed relationships were then analyzed using SEM via SMART-PLS. The results indicate that GHRM practices significantly influence IOP, highlighting that organizations implementing such practices achieve greater innovation. Green corporate social responsibility (GCSR) acts as a partial mediator for all GHRM practices except green recruitment and selection (GRS). Interestingly, GCSR was found to significantly moderate GRS’s impact on IOP, suggesting its crucial role in translating GRS policies into enhanced innovativeness. The moderating impact of green empowerment was found to be insignificant. These findings underscore the key role of GHRM practices in tangible innovation outcomes. Organizations in the fast-food industry should strategically integrate GCSR into their core operations, especially in recruitment and selection, to maximize their innovative performance.