Green human resource management and energy transition behavior: Evidence from structural equation modeling and artificial neural networks
グリーン人材マネジメントとエネルギー転換行動：構造方程式モデリングと人工ニューラルネットワークによる実証 (AI 翻訳)
Mohd Faiz Abu Bakkar, Amar Hisham Jaaffar, Mohd Nur Ruzainy Alwi
🤖 gxceed AI 要約
日本語
本論文は、グリーン人材マネジメント（GHRM）が従業員のエネルギー転換行動（ETB）に与える影響を、計画的行動理論とAMOフレームワークを用いて分析した。492人の電力会社従業員のデータに対しPLS-SEMとANNを適用し、GHRMが態度や行動コントロール感を媒介してETBを促進することを確認。ANNは行動コントロール感と組織市民行動が最も強力な予測因子であると示した。
English
This study examines how Green Human Resource Management (GHRM) affects employees' Energy Transition Behavior (ETB) using the Theory of Planned Behavior and AMO framework. Analyzing data from 492 utility employees via PLS-SEM and ANN, it finds that GHRM positively influences attitudes, subjective norms, perceived behavioral control, and organizational citizenship behaviors, which in turn fully mediate the effect on ETB. ANN highlights perceived behavioral control and OCB as strongest predictors.
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
日本の電力会社では、カーボンニュートラルに向けた従業員の行動変容が急務である。本論文はGHRMを通じてエネルギー転換行動を促進する実証エビデンスを提供し、日本企業の人事施策に示唆を与える。
In the global GX context
Globally, utilities face pressure to decarbonize. This paper provides evidence that GHRM practices can foster employee energy-saving behaviors, offering a behavioral complement to technical and policy measures for energy transition.
👥 読者別の含意
🔬研究者:Researchers in organizational behavior and energy transition can leverage the combined SEM+ANN methodology and the mediating role of perceived behavioral control.
🏢実務担当者:HR and sustainability managers can design GHRM bundles (e.g., green training, rewards) to enhance employees' perceived control and OCB, directly supporting energy transition goals.
🏛政策担当者:Policymakers may consider integrating GHRM into national energy efficiency programs to drive behavioral change at the organizational level.
📄 Abstract（原文）
This study examines how green human resource management (GHRM) practices influence employees’ energy transition behavior (ETB) through the theory of planned behavior (TPB), the ability–motivation–opportunity (AMO) framework, and organizational citizenship behavior (OCB) theory. Methodology: We surveyed 492 employees of a large electricity utility and analyzed the data using partial least squares structural equation modeling (PLS-SEM) and artificial neural networks (ANN). GHRM was validated as a multidimensional system that positively influenced employees’ attitudes, subjective norms, perceived behavioral control, and organizational citizenship behaviors; perceived behavioral control and OCB fully mediated GHRM’s effect on ETB. The ANN model confirmed these results, highlighting perceived behavioral control and OCB as the strongest predictors of ETB. Implications: These findings suggest that managers should implement comprehensive GHRM practices to foster employees’ ability, motivation, and opportunities to engage in energy-saving actions, thereby enhancing perceived control and OCB that support organizational energy transition goals.
🔗 Provenance — このレコードを発見したソース
- openalex https://doi.org/10.1016/j.cles.2026.100265first seen 2026-07-05 04:48:30
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