Effect of Environmental Responsible Human Resource Management Practice on Manufacturing Enterprise Green Technology Innovation and Organizational Effectiveness

  • Tipanya, Noma (School of Business, Nanjing University of Information Science and Technology) ;
  • Li, Liang (School of Business, Nanjing University of Information Science and Technology) ;
  • Salma, Elaydi (School of Business, Nanjing University of Information Science and Technology)
  • Received : 2021.10.15
  • Accepted : 2022.02.15
  • Published : 2022.02.28


This study uses the human resource management (HRM) practice and ability, motivation, and opportunities (AMO) theory and corporate social and environmental responsibility, to explore the effects of environmental responsible human resource management practice (ER-HRM) on energy-intensive manufacturing's green technology innovation and organizational effectiveness. A self-completed questionnaire was administered to managers of energy-intensive manufacturing in the Lao PDR. The data was collected from 198 managers of energy-intensive manufacturing for analysis. We used structural equation modeling (SEM) by smart PLS 3.0 to test the hypotheses in this research. The findings have shown a strong direct and positive impact of the environmental ability, motivation, and opportunity of ER-HRM practice on green technology innovation and organizational effectiveness. The ability of ER-HRM practice has the highest influence on green technology innovation and organizational effectiveness. The findings also prove the partial mediation of green technology innovation links ER-HRM with organizational effectiveness. This research is expected to identify the influences of ER-HRM in energy-intensive manufacturing to achieve innovation and performance while reducing emissions.



This study is supported by Social Science Foundation of Jiangsu, China (No. 19GLC015), Research Start-up Fund of Nanjing University of Information Science and Technology (No. 2018r034).


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