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The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study

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Abstract

This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment.

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Notes

  1. The acceptable standards of the goodness-of-fit are suggested as follows: (1) 1.0 < χ2/df < 3.0 (Hair et al. 2010), (2) CFI > 0.90 (Bentler and Bonett 1980), (3) IFI > 0.90 (Bentler and Bonett 1980), and (4) RMSEA < 0.100 (MacCallum et al. 1996).

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Authors and Affiliations

  1. Department of Management, Faculty of Business Administration, Laval University, Pavillon Palasis-Prince, Local 1638, 2325, rue de la Terrasse, Quebec City, QC, G1V 0A6, Canada

    Pascal Paillé & Olivier Boiral

  2. School of Business Administration, Southwestern University of Finance and Economics, No. 555, Liutai Road, Wenjiang District, Chengdu, 611130, Sichuan, People’s Republic of China

    Yang Chen & Jiafei Jin

Authors
  1. Pascal Paillé
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  2. Yang Chen
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  3. Olivier Boiral
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  4. Jiafei Jin
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Correspondence to Pascal Paillé.

Appendix: TMT member, CEO, and frontline worker questionnaires

Appendix: TMT member, CEO, and frontline worker questionnaires

TMT member questionnaire

 SHRM

Please indicate to what extent your firm has adopted the following practices. (1 = “very low extent” to 5 = “very high extent”)

SHRM1: Our firm identify managerial characteristics necessary to run the firm in the long term

SHRM2: Our firm modify the compensation system to encourage managers to achieve long term strategic objectives

SHRM3: Our firm design staffing patterns to help implement business or corporate strategies

SHRM4: Our firm evaluate key personnel based on their potential for carrying out strategic goals

SHRM5: Our firm conduct job analysis based on what the job may entail in the future

SHRM6: Our firm conduct staff development programs designed to support strategic changes

SHRM7: HRM department is able to deliver HR related information for business strategic decisions

SHRM8: There is HR planning in our business, with clear, formal procedure

SHRM9: There is formal HR strategy in our business

 Internal environmental orientation

Please indicate to what extent you agree/disagree the following statements. (1 = “strongly disagree” to 5 = “strongly agree”)

IEO1: At our firm, we make a concerted effort to let every employee understand the importance of environmental preservation.

IEO2: Our firm has a clear policy statement urging environmental awareness in every area of operation.

IEO3: Environmental preservation is highly valued by our firm members.

IEO4: Preserving the environment is a central corporate value in our firm.

CEO questionnaire

 Environmental performance

Please indicate to what extent you agree/disagree the following statements. (1 = “strongly disagree” to 5 = “strongly agree”)

EP1: Our firm reduced wastes and emissions from operations.

EP2: Our firm reduced the environmental impacts of its products/service.

EP3: Our firm reduced environmental impact by establishing partnerships.

EP4: Our firm reduced the risk of environmental accidents, spills, and releases.

EP5: Our firm reduced purchases of non-renewable materials, chemicals, and components.

Frontline worker questionnaire

 OCBE

Please indicate to what extent you agree/disagree the following statements. (1 = “strongly disagree” to 5 = “strongly agree”)

OCBE1: In my work, I weigh my actions before doing something that could affect the environment.

OCBE2: I voluntarily carry out environmental actions and initiatives in my daily activities at work.

OCBE3: I make suggestions to my colleagues about ways to more effectively protect the environment, even when it is not my direct responsibility.

OCBE4: I actively participate in environmental events organized in and/or by my company.

OCBE5: I stay informed about my company‘s environmental initiatives.

OCBE6: I undertake environmental actions that contribute positively to my organization‘s image.

OCBE7: I volunteer for projects, endeavors or events that address environmental issues in my organization.

OCBE8: I spontaneously give my time to help my colleagues take the environment into account in everything they do at work.

OCBE9: I encourage my colleagues to adopt more environmentally conscious behavior.

OCBE10: I encourage my colleagues to express their ideas and opinions on environmental issues.

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Paillé, P., Chen, Y., Boiral, O. et al. The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study. J Bus Ethics 121, 451–466 (2014). https://doi.org/10.1007/s10551-013-1732-0

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