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Green HRM Practices and Employee Green Creativity: Evidence on the Mediating Role of Environmental Psychological Ownership and the Conditional Effect of Digital Sustainability Competence
ISSN: Print (3106-8049) Online (3106-8057)
Ahmad Bilal Ali , Sardar Ahmad , Gule Hina Khalid, Muhammad Bilal Saeed, Amir Manzur Wain
Abstract:
This research examines the contribution of Green Human Resource Management (GHRM) practices in fostering employee green creativity via the mediating mechanism of environmental psychological ownership and conditional impact of digital sustainability capability. Based on Social Exchange Theory, the current study argues that workers feel psychological ownership for sustainability objectives when they perceive high organizational care for sustainability through GHRM practices. Psychological ownership in turn triggers their creative contribution towards eco-innovative behavior. Finally, the study examines the effect of digital sustainability competency on further catalyzing the translation of psychological ownership into creativity. A standardized questionnaire was utilized to gather data from 245 employees employed in environmentally sensitive industries in Pakistan out of which 200 valid responses were obtained, generating a response rate of 81.6%. Data were calculated with the assistance of SmartPLS 4.0 to test measurement as well as structural models. Findings indicate that perceived GHRM practices have a positive association with environmental psychological ownership, which mediates their influence on employee green creativity. In addition, digital sustainability competence was identified to enhance the ownership– creativity relationship and to emphasize the need to integrate digital competencies with sustainability-driven HR practices. Theory is advanced by refining Social Exchange Theory to sustainability and digital competence domains, and practice is enhanced by emphasizing that organizations need to develop green HRM practices and invest in staff's digital sustainability competences at the same time to release their creative potential for green innovation.
Keywords:
Green HRM Practice; Employee Green Creativity; Environmental Psychological Ownership; Digital Sustainability Competence; Social Exchange Theory
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