From Green Human Resource Management to Green Creativity: Exploring the Influences of Pride, Meaningfulness, and Environmental Support

ABSTRACT

The climate crisis is forcing organizations to adopt strategies that mitigate environmental impact. This makes green human resource management (GHRM) essential. However, GHRM does not necessarily translate directly into employees' green creativity (GC), and further research is needed to explain when and how employees internalize green HR practices as a basis for sustainability‐oriented creativity. Drawing on social identity theory and self‐determination theory, this article examines how GHRM promotes GC through the dual mediating roles of organizational pride (OP) and meaningfulness through work (MTW), conceptualized as two psychosocial routes of internalization. It also investigates how green organizational culture (GOC) and green mindfulness (GM) moderate these relationships in different organizational contexts. Two studies were conducted using dual data sources, comprising 214 supervisor–employee dyads from ISO 14001 certified companies in Study 1 and 201 supervisor–employee dyads from noncertified companies in Study 2, totaling 415 dyads. The findings show that GHRM was not directly associated with GC, but operated indirectly through OP and MTW. GOC strengthened the effects of GHRM on these psychosocial mechanisms in certified companies, whereas GM did not moderate the relationships between OP, MTW, and GC in noncertified companies. These results refine current understanding of GHRM by showing that its creative potential depends on employees' psychosocial internalization and on coherent organizational support.