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This study investigates the influence of green culture (GC) on employee ecological behavioremployee ecological behavior (EEB), with green human resource management (HRM) serving as a mediating factor, framed within the Ability–Motivation–Opportunity (AMO) theoryAbility-Motivation-Opportunity (AMO) theoryAbility-Motivation-Opportunity (AMO) theory. Utilizing a quantitative approach, data were gathered from 308 academics across five higher education institutions in Malaysia and analyzed through partial least-squares structural equation modeling (PLS-SEM). The findings indicate that while green culture has a positive effect on green HRM, it does not directly impact EEB. Instead, green HRM fully mediates the relationship between green culture and EEB. Notable insights include the inconsistent role of green culture in promoting EEB, attributed to ineffective green practices, as well as the indirect influence of green culture on employee behaviors through established organizational norms. The study emphasizes the necessity of authentic investments in green HRM to effectively motivate pro-environmental behaviors among employees. The conclusion addresses the implicationsimplications of the findings, acknowledges limitations, and suggests avenues for future researchresearch.

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From Culture to Action: Unveiling the Path to Ecological Behavior Through Green HRM

  • 章节

  • 发表日期：

    2025年

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  • M. Y. Yusliza,
  • Juhari Noor Faezah,
  • T. Ramayah,
  • Muhammad Hamza Qummar

摘要

This study investigates the influence of green culture (GC) on employee ecological behavioremployee ecological behavior (EEB), with green human resource management (HRM) serving as a mediating factor, framed within the Ability–Motivation–Opportunity (AMO) theoryAbility-Motivation-Opportunity (AMO) theoryAbility-Motivation-Opportunity (AMO) theory. Utilizing a quantitative approach, data were gathered from 308 academics across five higher education institutions in Malaysia and analyzed through partial least-squares structural equation modeling (PLS-SEM). The findings indicate that while green culture has a positive effect on green HRM, it does not directly impact EEB. Instead, green HRM fully mediates the relationship between green culture and EEB. Notable insights include the inconsistent role of green culture in promoting EEB, attributed to ineffective green practices, as well as the indirect influence of green culture on employee behaviors through established organizational norms. The study emphasizes the necessity of authentic investments in green HRM to effectively motivate pro-environmental behaviors among employees. The conclusion addresses the implicationsimplications of the findings, acknowledges limitations, and suggests avenues for future researchresearch.