How and when do green HRM practices foster organizational citizenship behavior for the environment? A multilevel approach

Purpose Organizational citizenship behavior for the environment (OCBE) is essential for sustainable development. This study aims to examine how and when green human resource management (GHRM) practices contribute to OCBE. Design/methodology/approach Two waves of multisource data were collected from 737 employees and 84 HR directors in the Chinese hospitality industry. Data were analyzed using robust maximum likelihood estimators in Mplus 7.4. Findings The results show that green organizational climate (GOC) and employee environmental commitment (EEC) serially mediate the GHRM practices–OCBE relationship. Moreover, line managers’ environmental support (LMES) moderates the GHRM practices–GOC relationship. Practical implications The current study suggests that organizations can improve OCBE by implementing GHRM practices and recognizing LMES’s significant role. Social implications Specifically, the authors’ findings offer actionable insights for Global South organizations to support the United Nations Sustainable Development Goals (SDG 12 and SDG 13) by fostering voluntary pro-environmental behaviors. Originality/value This study explains how and when GHRM practices contribute to OCBE.