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Green Human Resources Management and Green Performance: A Mediation–Moderation Mechanism for Green Innovation and Green Knowledge Sharing

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  • William Makumbe

    (Potchefstroom Campus, Northwest University Business School, Potchefstroom 2531, South Africa)

Abstract

As the ‘green version’ of the Human Resources Management concept is under-explored, this investigation sought to examine the effect of intervening variables on the relationship between Green Human Resources Management (GHRM) and green performance in the SME sector. Drawing upon the Ability Motivation theory, this study examined green innovation as a mediator and green knowledge sharing as a moderator of the GHRM–green performance relationship. This study employed the partial least square structural equation modelling (PLS-SEM) to analyse 364 responses from senior managers in the SME sector in Zimbabwe. The empirical results confirmed that while GHRM profoundly impacted green performance, green innovation partially mediated the relationship between the two variables. Study results also established that green knowledge sharing positively moderated the relationship between GHRM and green innovation. This research signifies the effect of GHRM, green knowledge sharing, and green innovation on the SME’s sustainability and environmental management performance. These results are essential for managerial decision-making.

Suggested Citation

  • William Makumbe, 2024. "Green Human Resources Management and Green Performance: A Mediation–Moderation Mechanism for Green Innovation and Green Knowledge Sharing," Sustainability, MDPI, vol. 16(24), pages 1-13, December.
    • Handle: RePEc:gam:jsusta:v:16:y:2024:i:24:p:10849-:d:1541482
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