Due responsibility and true responsibility: a moderated‐mediation model linking green‐harmonious human resource practice to employee organizational citizenship behavior

Enterprises have sought to explore appropriate human resource practices to cope with sustainability problems caused by increasingly severe environmental pollution and the imbalance of interest among multiple stakeholders. Our study tries to address this issue by systematically conceptualizing the construct of green‐harmonious human resource practice (GH‐HRP) and exploring how and when GH‐HRP promotes employee organizational citizenship behavior (OCB). In Study 1, we develop a four‐dimension, 16‐item GH‐HRP scale including green‐harmonious selection, responsibility consciousness development, harmonious win‐win compensation, and green‐harmonious activity participation. In Study 2, using three‐wave data from 390 supervisor‐employee dyads, we find that GH‐HRP facilitates employee OCB through the mediating role of duty orientation and meaning of work. Further, ethical leadership moderates the positive effects of GH‐HRP on duty orientation and meaning of work such that these effects are more pronounced when ethical leadership is high, thus fostering employees' engagement in OCB. Theoretical and practical implications are discussed.