Exploring the roles of green HRM practices on work engagement

This study aims to examine the relationship between green human resources management practices (GHRM) and work engagement (WE) and explore the mediating role of the perceptions of green work climate (GWC) on this relationship. The ability–motivation opportunity (AMO) and Conservation of Resources theories serve as the theoretical background of the study. The sample covers white-collar employees of the companies, which are listed by the sustainability index of Borsa Istanbul and the data was collected by snowball sampling method via social media. Among 450 individuals, only 110 of them were included in the analysis. The online survey questionnaire includes the scales of Green Human Resources Management Scale (Dumont et al., 2016), Green Work Climate Scale (Norton et al., 2014) and Utrecht Work Engagement Scale (Schaufeli and Bakker, 2003). The analyses of the hypotheses were performed using IBM SPSS 25, Process Macro (Hayes, 2018) and AMOS 24 programs. The findings of the mediation tests revealed a direct effect of green human resources practices on work engagement and supported the mediating role of the perception of green work climate on this relationship. The implications for future research and practice are discussed under the framework of study findings. Keywords: Green Human Resources Management, Green Work Climate, Work Engagement