How and When Green Human Resource Management Fosters Employee Green Behaviour: Affective and Attentional Pathways and the Boundary of Person–Organisation Fit
Description
Green human resource management (GHRM) is widely linked to employee green behaviour (EGB), yet how and when it translates into such behaviour remains unclear, as most accounts rely on a single cognitive mechanism and symmetric estimation. Drawing on self-determination and person-environment fit theories, this study models green harmonious passion and green mindfulness as parallel affective and attentional pathways from GHRM to EGB, with environmental person-organisation fit as a boundary on the enactment of each. Survey data from 503 employees across manufacturing, hospitality, energy, and service organisations in Ghana were analysed using partial least squares structural equation modelling and fuzzy-set qualitative comparative analysis. GHRM was positively related to EGB through both pathways, with the affective pathway stronger. Fit strengthened the affective pathway but not the attentional one, indicating a mechanism-specific boundary. Several combinations proved sufficient for high EGB, and GHP featured in every one of them, and the conditions for low EGB were not the inverse of those for high EGB. The study contributes a dual-pathway, boundary-conditioned account of GHRM, evidence of equifinality and causal asymmetry, and multi-sector evidence from an under-studied African economy.