ABSTRACT This study explores the impact of green human resource management (GHRM) practices on three distinct green voice behaviors. Grounded in the person‐organization fit theory, the research examines how GHRM practices influence employees' willingness to express their environmental concerns and ideas while investigating the role of the Big Five personality traits. The data were collected from 287 respondents from the hospitality sector and analyzed using structural equation modeling. Our findings reveal a significant impact of GHRM practices on green voice behaviors. Supportive and constructive voice behaviors are enhanced when employees perceive alignment between their personality traits, such as openness and conscientiousness, and the organization's green initiatives. At the same time, the findings indicate that GHRM practices may also elicit defensive voice behaviors among employees with high neuroticism or low agreeableness, highlighting potential unintended effects when sustainability initiatives are perceived as misaligned or imposed. Practical implications include emphasizing GHRM practices that foster green voice behaviors, like sustainability training, eco‐friendly performance evaluations, and green pay and rewards programs, to engage employees in environmental initiatives, ultimately enhancing organizational sustainability.
Gupta et al. (Tue,) studied this question.