Green Human Resource Management and Employee Green Behaviour in Hotels: Mediating Roles of Job Satisfaction and Work Well‐Being

ABSTRACT This study investigates the impact of green human resource management (GHRM) practices on employee green behavioural intention (GBI) and in‐role green behaviour (EGB‐IR) in the hospitality sector. Drawing on conservation of resources (COR) theory, we examine the mediating roles of job satisfaction and employee well‐being as psychological resources activated by GHRM. Survey data from 536 hotel employees in the Canary Islands were analysed using consistent partial least squares structural equation modelling (PLSc‐SEM). The results show that GHRM significantly enhances both GBI and EGB‐IR, with job satisfaction playing a key mediating role. While GHRM also increases employee well‐being, this construct does not mediate the relationship with actual green behaviour, suggesting potential limitations in its capacity to trigger voluntary sustainability actions under high‐pressure work conditions. Mediation analysis further confirms that job satisfaction serves as a more robust psychological mechanism than employee well‐being for translating green intentions into actual environmental behaviours. These findings highlight the need to align environmental strategies with human sustainability and reinforce the importance of psychological enablers in fostering behavioural change. This is especially relevant in the hospitality industry, where employees are both strategic actors and sustainability ambassadors in a sector facing critical environmental challenges.