Rooted in purpose
The role of Green HRM practices in cultivating work meaningfulness
Bibliographic Data
| ID | 21283697 |
|---|---|
| Authors | Ujwal Shankar (0000-0002-9688-8010, BML Munjal University, corresponding author), Anita Sarkar (0000-0001-8825-6577, Xavier School of Management) |
| Year | 2026 |
| Volume | 264 |
| Pages | 106486 |
| Publication date | 2026-04-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Acta Psychologica (JOURNAL) |
| Journal identifiers | ISSN: 0001-6918 • E-ISSN: 1873-6297 |
| Publisher | Elsevier BV (PUBLISHER) |
| DOI | 10.1016/j.actpsy.2026.106486 |
| PMID | 41722222 |
| OpenAlex | W7130642398 |
| Language | EN |
| Citations received | 1 |
| References cited | 68 |
This study examines the influence of Green Human Resource Management (GHRM) practices on Work Meaningfulness (WM), with Work Engagement (WE) as a mediator and Perceived Green Organizational Support (PGOS) and Psychological Ownership (PO) as moderators. A quantitative survey was followed by qualitative interviews using a mixed-methods approach. Participants for the quantitative part were drawn from multiple industries across several countries, with a predominantly Western sample, while the qualitative part focused on the complexity of GHRM's impact, particularly on implementation challenges and employees' perceptions. The results suggest that GHRM enhances WM, although it has a negative impact on WE, suggesting that GHRM practices are viewed as an extra demand. However, PGOS mitigates this negative effect. GHRM practices should be designed and implemented with employee participation to negate the risk of tokenism and improve WM. PGOS can also drive and facilitate the reduction of any negative GHRM effects on employee engagement. This research expands the JD-R model by investigating GHRM as a job resource and job demand as well, depending on organizational support. The findings point to the importance in GHRM of match between organizational intent and employee perceptions
Employee engagement · Employee research · Human resource management · Human resources · Industrial and organizational psychology · Job performance · Qualitative research · Resource (disambiguation) · Work (physics) · Environmental Sustainability in Business · Job Satisfaction and Organizational Behavior · Workplace Spirituality and Leadership
Work Engagement
Effects of Green HRM Practices on Employee Workplace Green Behavior
Green human resource management research in emergence
Toward a Theory of Psychological Ownership in Organizations
The Relationships of Age With Job Attitudes
Corporate Social Responsibility and Ethical Leadership
Job Engagement
Antecedents and consequences of employee engagement
The Impact of Human Resource Management on Environmental Performance
Green Human Resource Management
Organizational Citizenship Behaviors
Green human resource management practices
Measuring Meaningful Work
Accounting for common method variance in cross-sectional research designs.
Perceived organizational support.
Common method biases in behavioral research
Evaluating Structural Equation Models with Unobservable Variables and Measurement Error
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
Perceived organizational support
Partial least squares structural equation modeling (PLS-SEM)
The Job Demands‐Resources model
Psychological Conditions of Personal Engagement and Disengagement at Work.
Green innovation and environmental performance
Examining the Effects of Green Human Resource Management Practices, Green Psychological Climate, and Organizational Pride on Employees’ Voluntary Pro-Environmental Behavior
The Past and Future of Corporate Sustainability Research
Culture as Context
The Measurement of Work Engagement With a Short Questionnaire
How Toxic Workplace Environment Effects the Employee Engagement
Green human resource management and work engagement
Job demands, job resources, and their relationship with burnout and engagement
Psychological ownership and feelings of possession
Psychological ownership
Greening the hospitality industry
Green and non-green outcomes of green human resource management (GHRM) in the tourism context
Using thematic analysis in psychology
| Citations per year | 1 |
|---|---|
| Citation span | 2026 - 2026 (1) |
| Highly cited | No |