工商管理学院知识库

  绿水青山就是金山银山，良好的生态环境不仅是自然资源，还是社会经济资源，但是近年来，环境污染问题频发，且愈发严重，引发了社会关注。“十三五”规划包含的绿色发展理念，推动形成绿色生产生活方式的主要目标，提倡绿色低碳的出行方式和生活方式，展现了我国对生态环境保护的高度重视。

  企业既关系到环境污染，又关系到环境治理，也愈发体会到绿色发展的重要性，顺应时代发展，提升竞争力，才能获得可持续性发展。因此，企业不能一心追求经济利益，还要考虑环境绩效，这就需要各方共同努力，提升员工的环保意识，激发员工的绿色行为，才能促进企业可持续发展。因此，如何有效地激发员工实施绿色行为，现已成为行业内广泛关注的核心议题。
  本研究基于社会认知理论，将绿色自我效能与环保自我担当作为中介变量，并将亲环境组织氛围设为调节变量，旨在构建一个探究绿色人力资源管理对员工绿色行为影响的综合模型。通过对 329 份有效问卷数据运用 SPSS26.0 和 AMOS24.0 软件进行统计分析，实证结果表明：（1）绿色人力资源管理正向影响员工绿色行为；（2）绿色自我效能和环保自我担当在绿色人力资源管理与员工绿色行为之间起部分中介作用；（3）亲环境组织氛围正向调节了绿色人力资源管理对绿色自我效能和环保自我担当的正向影响；（4）亲环境组织氛围正向调节了绿色自我效能和环保自我担当在绿色人力资源管理与员工绿色行为之间的中介作用。研究结果将为企业在实际操作中实施绿色人力资源管理策略，提升员工绿色自我效能感，激发环保自我担当精神，进而有效激励员工践行绿色行为提供有力的理论支持。

Green waters and green mountains are like mountains of gold and silver. A good ecological environment is not only a natural resource, but also a socio-economic resource. However, in recent years, environmental pollution problems have occurred frequently and become increasingly serious, attracting social attention. The 13th Five Year Plan inc ludes the concept of green development, promotes the main goal of forming a green production and lifestyle, advocates green and low-carbon modes of transportation and lifestyle, and demonstrates China's high attention to ecological environment protection.

Enterprises are not only related to environmental pollution, but also to environmental governance. They are increasingly realizing the importance of green development, adapting to the development of the times, enhanc ing competitiveness, and achieving sustainab le development. Therefore, enterprises cannot solely pursue economic benefits, but also need to consider environmental performance. This requires joint efforts from all parties to enhance employees' environmental awareness, stimulate their green behavior, and promote sustainab le development of the enterprise. Therefore, how to effectively inspire employees to implement green behavior has become a core issue of widespread concern in the industry.

Based on social cognitive theory and emotional event theory, this study introduces green self-efficacy and environmental self responsibility as mediating variables, and sets pro environmental organizational atmosphere as a moderating variab le, aiming to construct a comprehensive model to explore the impact of green human resource management on employee green behavior. Through statistical analys is of 329 valid questionnaire data us ing SPSS 26.0 and AMOS 24.0 software, the emp irical results show that: (1) green human resource management positively affects employee green behavior; (2) Green self-efficacy and environmental self responsibility p lay a partial med iating ro le between green human resource management and employee green behavio r; (3) The pro environmental organizational atmosphere positively moderates the positive impact of green human resource management on green self-efficacy and environmental self responsibility; (4) The pro environmental organizational atmosphere positively moderates the mediating role of green self-efficacy and environmental self responsibility between green human resource management and employee green behavior. The research results will provide strong theoretical support for enterprises to imp lement green human resource management strategies in practical operations, enhance employee green self-efficacy, stimulate environmental self responsibility spirit, and effectively motivate employees to practice green behavior.