The influence of green human resource management practices on employee’s green creativity: The roles of green self-identity & green shared vision

Abstract This study is purposed to examine how Green human resource management practices increase green creativity. It assesses the mediating role of employees’ green self-identity and green shared vision which was nearly unobserved in the previous studies. The paper opted for an explanatory study using the convenience sampling technique/approach. Data were gathered from the general managers and HR managers of 3-star, 4-star, and 5-star hotels of Pakistan. As they are directly involved with the implementation of “green human resource management practices. 250 questionnaires were distributed and 202 valid responses were used for data analysis through Smart PLS 3.0. The systematic findings showed that the green human resource management practices adequately affect the green creativity of employees which also mediates by green self-identity. Moreover, mediation of green shared vision was rejected by the results. This research is an addition to previous knowledge by adding the constructs i.e., green self-identity and green shared vision to measure the green creativity of employees.Current study fulfill the gap that how green self-identity and green shared vision mediates the relationship of Green HRM and green creativity. This research study offers valued practical implications to the policymakers and upper management, ensuring the obligation of employees towards the application of green human resource management practices and green creativity to accomplish environmental goals.