The effect of green human resources management and individual innovativeness on affective commitment

The main aim of this study is to examine the effects of Green Human Resource Management (GHRM) on affective commitment and the moderating role of individual innovativeness in that proposed relationship. In the scope of the research, the Green HRM scale developed by Shah (2019), consists of seven sub-dimensions, the four-dimensional Individual Innovativeness Scale created by Hurt et al. (1977), and the affective commitment sub-dimension of the Organizational Commitment Scale developed by Meyer and Allen (1993) were used. The research was interpreted based on the Ability-Motivation- Opportunity (AMO) and Person- Organization Fit Theory. The study sample consisted of white-collar employees working in the private sector. The data were collected from 211 participants through a survey and snowball sampling method. Confirmatory factor analysis was conducted with AMOS 23. To examine the moderating effects, Process Macro (Model 1) developed by Hayes (2018) was utilized. According to the research findings, a positive and significant relationship was found between green HRM and affective commitment. Individual innovativeness did not have a moderating effect on the relationship between green HRM and affective commitment. Although it was not among the hypotheses of the study, the sub-dimensions of the individual innovativeness scale (resistance to change, idea leadership, openness to experience and risk taking) were also examined as moderating variables, but no significant relationship was found. In the conclusion and discussion section, the results of the analysis are interpreted, research limitations are discussed, and recommendations are made to managers and researchers.