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This study investigates the mechanisms through which green transformational leadership (GTL) promotes employee green behavior (EGB) within Chinese private enterprises. Specifically, we investigate the mediating influence of green engagement (GE) and the moderating impact of green human resource management (HRM). While existing literature has explored green HRM’s effect on environmental EGB, our research addresses a notable gap by being the first to comprehensively analyze the integrated pathways connecting GTL to GB via both green HRM practices and GE. Utilizing SmartPLS for data analysis, we examined responses from 266 employees in the Chinese private sector. Our findings confirm that GTL had a positive and significant effect on GE, which in turn positively influenced EGB. Additionally, GE was found to mediate the relationship between GTL and EGB. The interaction between GHRM and GTL also significantly predicted GE, indicating a moderating effect. However, the interaction between GHRM and GE did not significantly affect EGB. These insights not only enrich the theoretical understanding of green leadership and employee behavior but also provide actionable recommendations for organizations striving to cultivate a robust culture of environmental responsibility.

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Green Leadership in Action: How Green Human Resource Management and Green Engagement Foster Green Behavior in Chinese Enterprises

  • 章节

  • 发表日期：

    2025年

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  • Feige You,
  • Daisy Mui Hung Kee,
  • Pengyu Chen,
  • Gary Peng Liang Tan

摘要

This study investigates the mechanisms through which green transformational leadership (GTL) promotes employee green behavior (EGB) within Chinese private enterprises. Specifically, we investigate the mediating influence of green engagement (GE) and the moderating impact of green human resource management (HRM). While existing literature has explored green HRM’s effect on environmental EGB, our research addresses a notable gap by being the first to comprehensively analyze the integrated pathways connecting GTL to GB via both green HRM practices and GE. Utilizing SmartPLS for data analysis, we examined responses from 266 employees in the Chinese private sector. Our findings confirm that GTL had a positive and significant effect on GE, which in turn positively influenced EGB. Additionally, GE was found to mediate the relationship between GTL and EGB. The interaction between GHRM and GTL also significantly predicted GE, indicating a moderating effect. However, the interaction between GHRM and GE did not significantly affect EGB. These insights not only enrich the theoretical understanding of green leadership and employee behavior but also provide actionable recommendations for organizations striving to cultivate a robust culture of environmental responsibility.