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The Impact of Higher-Order Partial Least Squares on Green HRM and Green Innovation |
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PP: 1177-1187 |
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Author(s) |
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Osama Mohammad Marashdah,
Abu Bakar Abdul Hamid,
Abbod Naseb Al-Tamimi,
Kamaljeet Kaur,
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Abstract |
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| This study evaluates the association between green human resource management (GHRM) and employees’ green
innovation behavior (EGIB), and tests organizational environmental culture (OEC) as a moderator, using the reflective– reflective higher-order GHRM construct and two-stage partial least squares structural equation modeling. Cross-sectional responses from 384 employees in medium-sized and large Jordanian manufacturing firms were analyzed using 5,000- resample bootstrapping. The three AMO components loaded on higher-order GHRM at .741 (ability), .718 (motivation), and .698 (opportunity); its composite reliability was .762 and AVE .517. GHRM was positively associated with EGIB (β = .448, p < .001), whereas the OEC main association (β = .012, p = .839) and OEC × GHRM interaction (β = .099, p = .101, bias-corrected 95% CI [−.003, .218], f2 = .010) were not statistically significant. The fitted GHRM–EGIB slope increased from .349 at low OEC to .547 at high OEC; these point estimates do not establish a reliable difference in slopes. Archival common-method diagnostics found no dominant unrotated factor (25.32% of variance), but same-source and cross-sectional limitations remain. Fixed-score supplementary sensitivity checks are separated from the native Smart PLS inference. The results distinguish a positive green HR system association from an unconfirmed cultural amplification effect; neither absence
of moderation nor causality can be established from these data. |
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