Key points are not available for this paper at this time.
This paper applies cognitive-social theory to Green HRM, articulating a meta-theory based on cognitive-social HRM information processing (C-SHRIP) which centers on initiation and maintenance of green HRM behaviors. It focuses on managers' encodings, expectancies, affects, goals and values, self-regulation, and their interactions with each other, and the green HRM-relevant information in the course of cognitive-affective processing. In processing green HRM information, managers are presumed to differ in accessibility of mental representations and the organization of relationships among them. Implications for research and practice of Green HRM in organizations are discussed.
David B. Zoogah (Sun,) studied this question.