高管人力资源管理承诺、绿色人力资源管理与企业绩效：企业规模的调节作用

Commitment to Human Resource Management of Top Management Team, Green Human Resource Management and Firm Performance: The Moderating Effect of Firm Size

本研究基于高阶理论和利益相关者理论,以中国企业为研究对象检验高管人力资源管理承诺对企业环保绩效和财务绩效的影响,同时探讨了绿色人力资源管理在两者之间的中介机制。研究结果表明,高管人力资源管理承诺间接影响了企业的环保绩效和财务绩效,绿色人力资源管理在此过程中起到中介作用;企业规模正向调节了高管人力资源管理承诺和绿色人力资源管理的关系,同时正向调节了绿色人力资源管理在高管人力资源管理承诺与环保绩效、财务绩效之间所发挥的中介作用。本研究对我国绿色人力资源管理的研究具有重要的参考价值,同时为我国企业进行环境管理、实现可持续发展提供了实践启示。

Most recently, environmental management has become one of the hot topics in management practices. As the management group responsible for important strategic decision-making, top management team(TMT) bears the responsibility of identifying organizational environment, organizational competence and organizational strategic planning, which affect the strategic development direction and performance of firms. This study introduces the concept of TMT commitment to human resource management to analyze how the support from top management team in human resource management activities affects firm performance. In addition, previous studies have pointed out that specific practices of human resource management, if combined with organizational objectives, can play an important role in the process of achieving firm performance. Green human resource management(GHRM) is related to both environmental management and human resource management. It mainly includes recruiting employees with environmental awareness, enhancing their knowledge and skills of environmental protection, formulating training courses to improve employees’ participation in environmental protection, rewarding employees who take environmental protection actions and incorporating environmental performance into performance evaluation system and other human resource management practices.Based on Upper Echelons Theory and Stakeholder Theory, this study examines how human resource management commitment of top management team affects environmental performance and financial performance of Chinese firms and also explores the mediating effect of green human resource management. Research results show that: TMT human resource management commitment has positive effect on environmental performance and financial performance, and GHRM mediates their relationship;firm size positively moderates the relationship between TMT human resource management and GHRM;firm size moderates the indirect effects.Moreover, some implications can be drawn from this study. First, this study clarifies the definition and importance of GHRM, and also has important significance for empirical research of green human resource management in China. Second, this study links the support behavior of TMT with the field of human resource management, introduces the concept of commitment to human resource management, and points out that TMT commitment to human resource management indirectly affects the environmental performance and financial performance of firms through a certain mechanism. Third, this research also provides constructive guidance for Chinese firms to practice environmental management and achieve sustainable development. Limitations and suggestions for future research are discussed at the end of the article.