Unlocking low-carbon behavior through green human resource management: the moderated mediation role of sustainable leadership
グリーン人材マネジメントを通じた低炭素行動の解放：サステナブルリーダーシップの調整媒介役割 (AI 翻訳)
Thu-Hien Nguyen, Thi-Trang-Nhung Nguyen
🤖 gxceed AI 要約
日本語
本稿は、ベトナム鉄鋼業界のデータを用いて、グリーン人材マネジメントが従業員の低炭素行動と持続可能なパフォーマンスに与える影響を検証。低炭素行動が完全媒介し、サステナブルリーダーシップがその効果を強化することを実証。
English
This study uses survey data from Vietnam's steel industry to examine how green human resource management influences low-carbon behavior and sustainable performance. It finds that low-carbon behavior fully mediates the relationship, and sustainable leadership moderates the process, highlighting the role of leadership in translating green practices into outcomes.
Unofficial AI-generated summary based on the public title and abstract. Not an official translation.
📝 gxceed 編集解説 — Why this matters
日本のGX文脈において
ベトナムの文脈に特化した研究であり、日本のGX人材育成に直接適用可能な知見は限られる。ただし、持続可能なリーダーシップの調整効果など、組織行動面での示唆は日本企業の参考になり得る。
In the global GX context
This paper provides empirical evidence from an emerging economy on how green human resource management can foster low-carbon behavior, with sustainable leadership as a key moderator. It contributes to the global literature on organizational decarbonization strategies, though context-specific.
👥 読者別の含意
🔬研究者:This study integrates AMO and social cognitive theories to explain the mechanism between GHRM and sustainable performance, offering a theoretical contribution for scholars in organizational sustainability.
🏢実務担当者:Corporate sustainability and HR teams can learn how leadership style (sustainable leadership) amplifies the effect of green HR practices on employee low-carbon behavior, though the findings are industry- and country-specific.
🏛政策担当者:Policymakers in developing countries may note the importance of leadership in implementing green practices within high-emission industries, but direct policy implications are limited.
📄 Abstract（原文）
Purpose This study aims to examine how green human resource management influences low-carbon behavior and sustainable performance, while assessing the moderating and moderated mediation role of sustainable leadership within the context of Vietnam’s steel industry. Design/methodology/approach A quantitative approach was employed using survey data collected from 260 employees, managers and business owners in steel enterprises in Vietnam. Stratified sampling was applied, and hypotheses were tested using partial least squares structural equation modelling. Findings The results indicate that green human resource management significantly promotes employees’ low-carbon behavior but does not directly improve sustainable performance. Low carbon behavior fully mediates the relationship between green human resource management and sustainable performance. In addition, sustainable leadership strengthens the relationship between green human resource management and low-carbon behavior and exerts a significant moderated mediation effect on the indirect relationship between green human resource management and sustainable performance through low-carbon behavior. Originality/value This study contributes to the literature by integrating ability motivation opportunity theory and social cognitive theory to explain the mechanism linking green human resource management, employee behavior and sustainable performance. It also provides empirical evidence from a high emission industry in an emerging economy, highlighting the critical role of leadership in translating green practices into sustainable outcomes.
🔗 Provenance — このレコードを発見したソース
- openalex https://doi.org/10.1108/sl-03-2026-0143first seen 2026-06-03 05:00:53
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