Abstract:
Employees’ environmental innovation is critical in enterprises’ low-carbon and economic
performance. However, there is a dearth of empirical evidence on the extent to which
human resource management shapes employees’ low-carbon behaviors in prior studies. In
the light of the foregoing, this study aims to construct a double intermediary model to dem onstrate the impact of low-carbon human resource management on employees’ low-car bon behaviors, and further explore the regulatory role of perceived supervisor support. To
achieve this, a total of 438 participants were sampled from the Chinese industrial milieu.
Moreover, the study used hierarchical regression to analyze the data after applying a series
of data preprocessing techniques. The fndings of the study show that low-carbon human
resource management positively correlate with employees’ low-carbon behaviors. Further more, employees’ environmental passion was found to partially mediate the relationship
between low-carbon human resource management and employees’ low-carbon behaviors.
Additionally, the study found that employees’ environmental commitment partially medi ates the relationship between low-carbon human resource management and employees’
low-carbon behaviors. And perceived supervisors’ support was found to positively regu late the mediation role of employees’ environmental passion and the commitment between
low-carbon human resource management and employees’ low-carbon behaviors. The study
provides in-depth materials on how to stimulate employees’ low-carbon behavior within
the framework of low-carbon human resource management.
