ABSTRACT This study examines how green training and green rewards influence environmental outcomes through the mediating roles of perceived organizational support and value congruence, with green leadership serving as a moderator. Using structural equation modeling with data from 437 hotel employees, the findings are explained through three theoretical lenses: resource‐based view, which demonstrates how green training creates competitive advantages; social exchange theory, which explains reciprocal organizational–employee environmental exchanges; and social identity theory, which illustrates how green leadership enhances environmental commitment. All proposed relationships were empirically confirmed, including the effects of green training and green rewards on perceived organizational support, value congruence, environmental performance, and pro‐environmental behavior. The results revealed significant moderating effects of green leadership on the POS–environmental performance linkage, which represents a key contribution of this study. The findings offer practical recommendations for hotel managers in developing countries to implement effective environmental strategies through integrated green human resource management practices.
Agmapisarn et al. (Sat,) studied this question.
Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context: