The effects of green human resource management and perceived organizational support for the environment on green and non-green hotel employee outcomes

Research about green human resource management and perceived organizational support for the environment in the hospitality and tourism literature is in its development stage. Therefore, our paper tests the interrelationships of green human resource management, perceived organizational support for the environment, work engagement, task-related pro-environmental behavior, and quitting intentions. Data gathered from hotel employees with a time lag of one week in Taiwan were assessed tapping structural equation modeling. The empirical findings offer strong support for hypotheses and suggest that our model is viable. More precisely, green human resource management enhances employees’ perceptions of organizational support for the environment, while perceived organizational support for the environment fosters work engagement and task-related pro-environmental behavior and reduces quitting intentions. Perceived organizational support for the environment and work engagement sequentially mediate the effect of green human resource management on the aforesaid outcomes. • GHRM enhances perceived organizational support for the environment (POSE). • POSE boosts task-related pro-environmental behavior and mitigates turnover intent. • Work engagement (WE) influences these outcomes in the same direction. • POSE and WE sequentially mediate the effect of GHRM on the abovementioned outcomes.