| Abstrakt: |
Green Human Resource Management (GHRM) scholars have urged studies to explain why employees' perceptions of green HR practices vary. Strategic HRM researchers increasingly adopt an employee perspective to understand how green HR practices affect employee outcomes. This study investigates how perceived green HR practices from both supervisors and subordinates influence job satisfaction and affective commitment. Second, this study also explores the mediating role of subordinates' perceived green HR practices and the moderating role of HRM system strength. HRM system strength refers to three broader featuresconsensus, distinctiveness, and consistency. Using the data from 624 subordinates reporting to 217 supervisors at Pakistani textile firms and applying the Hierarchical Linear Model (HLM), we found that supervisors' and subordinates' perceptions of green HR practices are the significant sources of variation in employees' job satisfaction and affective commitment. Further, supervisors' perceptions of green HR practices significantly influence subordinates' perceptions of green HR practices. Also, the indirect relationship between supervisorperceived green HR practices and job outcomes (job satisfaction and affective commitment) is significantly mediated by subordinate perceptions of green HR practices. Finally, HRM system strength significantly moderates the relationship between supervisors' and subordinates' perceived green HR practices. In GHRM, this study contributes by revealing the mediating role of subordinates' perceived green HR practices and the moderating role of HRM system strength. For practitioners and academicians, these findings imply open communication, feedback mechanisms, training, and clear expectations to bridge supervisorsubordinate perceptions. These methods help both parties understand their roles, expectations, and performance standards, improving collaboration and productivity, and for which a strong HRM system is essential. [ABSTRACT FROM AUTHOR] |
