Application of green human resource management and biomechanical strategies in employee eco-friendly behavior promotion in biotechnology enterprises based on computer-assisted decision-making system
Abstract
Inspired by biomechanics, the behavior of employees within an enterprise bears resemblance to the mechanical properties of biological structures, which plays a crucial role in the achievement of an enterprise’s green development. Just as the proper coordination of biological components in biomechanics is essential for efficient functioning, effective human - resource management can stimulate employees’ enthusiasm to participate, thereby influencing the development of the organization.The questionnaire for this study was developed for data collection based on a questionnaire developed by a biotechnology Y company established in 1991 as the main respondent. The collected data were analyzed using tools such as Statistical Package for the Social Sciences (SPSS), Analysis of Moment Structures (AMOS), and computer-assisted decision-making system for descriptive statistical analysis, testing of reliability and validity, and regression analysis. The relationship between green human resource management and employees’ eco-friendly behaviors was examined, and the mediating role of psychological contract was tested. Drawing an analogy from biomechanics, where forces and structures interact in complex ways, the relationship between green human - resource management and employee behavior is also complex. The results of the study showed that green human resource management explained 33.7% of the variance in employee eco-friendly behavior and that there was a significant positive effect of green human resource management on employee eco-friendly behavior (|β| = 0.615, p < 0.001). In the context of biomechanics - inspired thinking, this positive effect can be seen as a beneficial force promoting the "structural stability" of the enterprise’s green development.Meanwhile, the psychological contract played a partial mediating role in this process, accounting for 44.47% of the total effect. The results of this study can provide an important basis for enterprises to implement green human resource management practices and promote eco-friendly behaviors among employees. Similar to how biomechanical principles guide the design of efficient biological systems, these results can guide enterprises to build a more sustainable and "biomechanically-optimized" human-resource management model for green development.
References
1. Cobos, M. E., Peterson, A. T., Barve, N., & Osorio-Olvera, L. (2019). kuenm: an R package for detailed development of ecological niche models using Maxent. PeerJ, 7, e6281.
2. Ahmed, Z., Zhang, B., & Cary, M. (2021). Linking economic globalization, economic growth, financial development, and ecological footprint: Evidence from symmetric and asymmetric ARDL. Ecological indicators, 121, 107060.
3. Destek, M. A., & Sinha, A. (2020). Renewable, non-renewable energy consumption, economic growth, trade openness and ecological footprint: Evidence from organisation for economic Co-operation and development countries. Journal of cleaner production, 242, 118537.
4. Saud, S., Chen, S., & Haseeb, A. (2020). The role of financial development and globalization in the environment: accounting ecological footprint indicators for selected one-belt-one-road initiative countries. Journal of Cleaner Production, 250, 119518.
5. Charfeddine, L. (2017). The impact of energy consumption and economic development on ecological footprint and CO2 emissions: evidence from a Markov switching equilibrium correction model. Energy Economics, 65, 355-374.
6. Hickel, J. (2019). The contradiction of the sustainable development goals: Growth versus ecology on a finite planet. Sustainable Development, 27(5), 873-884.
7. Kim, A., Kim, Y., Han, K., Jackson, S. E., & Ployhart, R. E. (2017). Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy. Journal of management, 43(5), 1335-1358.
8. Zientara, P., & Zamojska, A. (2018). Green organizational climates and employee pro-environmental behaviour in the hotel industry. Journal of Sustainable Tourism, 26(7), 1142-1159.
9. Ren, S., Tang, G., & E Jackson, S. (2018). Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 35, 769-803.
10. Nisar, Q. A., Haider, S., Ali, F., Jamshed, S., Ryu, K., & Gill, S. S. (2021). Green human resource management practices and environmental performance in Malaysian green hotels: The role of green intellectual capital and pro-environmental behavior. Journal of cleaner production, 311, 127504.
11. Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International journal of hospitality management, 76, 83-93.
12. Pham, N. T., Tučková, Z., & Jabbour, C. J. C. (2019). Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study. Tourism management, 72, 386-399.
13. Mishra, P. (2017). Green human resource management: A framework for sustainable organizational development in an emerging economy. International Journal of Organizational Analysis, 25(5), 762-788.
14. Al-Swidi, A. K., Gelaidan, H. M., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership and organizational culture on employees’ green behaviour and organisational environmental performance. Journal of cleaner production, 316, 128112.
15. Hameed, Z., Khan, I. U., Islam, T., Sheikh, Z., & Naeem, R. M. (2020). Do green HRM practices influence employees’ environmental performance?. International Journal of Manpower, 41(7), 1061-1079.
16. Luu, T. T. (2019). Green human resource practices and organizational citizenship behavior for the environment: the roles of collective green crafting and environmentally specific servant leadership. Journal of Sustainable Tourism.
17. Pellegrini, C., Rizzi, F., & Frey, M. (2018). The role of sustainable human resource practices in influencing employee behavior for corporate sustainability. Business Strategy and the Environment, 27(8), 1221-1232.
18. Ansari, N. Y., Farrukh, M., & Raza, A. (2021). Green human resource management and employees pro‐environmental behaviours: Examining the underlying mechanism. Corporate Social Responsibility and Environmental Management, 28(1), 229-238.
19. Aboramadan, M. (2022). The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement. International Journal of Organizational Analysis, 30(1), 7-23.
20. Chaudhary, R. (2020). Green human resource management and employee green behavior: an empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630-641.
21. Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human resource management, 56(4), 613-627.
22. Ababneh, O. M. A. (2021). How do green HRM practices affect employees’ green behaviors? The role of employee engagement and personality attributes. Journal of Environmental Planning and Management, 64(7), 1204-1226.
23. Darvishmotevali, M., & Altinay, L. (2022). Green HRM, environmental awareness and green behaviors: The moderating role of servant leadership. Tourism Management, 88, 104401.
24. Zhang, Y., Luo, Y., Zhang, X., & Zhao, J. (2019). How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability, 11(19), 5408.
25. Norton, T. A., Zacher, H., Parker, S. L., & Ashkanasy, N. M. (2017). Bridging the gap between green behavioral intentions and employee green behavior: The role of green psychological climate. Journal of Organizational Behavior, 38(7), 996-1015.
26. Li, W., Bhutto, T. A., Xuhui, W., Maitlo, Q., Zafar, A. U., & Bhutto, N. A. (2020). Unlocking employees’ green creativity: The effects of green transformational leadership, green intrinsic, and extrinsic motivation. Journal of cleaner production, 255, 120229.
27. Jia, J., Liu, H., Chin, T., & Hu, D. (2018). The continuous mediating effects of GHRM on employees’ green passion via transformational leadership and green creativity. Sustainability, 10(9), 3237.
28. Abdul Haseeb Tahir,Muhammad Umer,Shazia Nauman,Kashif Abbass & Huaming Song. (2024). Sustainable development goals and green human resource management: A comprehensive review of environmental performance. Journal of environmental management 122495.
29. Ahmad Azmy. (2024). The Roles of Green Human Resources on Employees Eco-Friendly Behavior, Organizational Commitment, and Corporate’s Environmental Performance. Studies in Business and Economics(1),22-45.
30. Lyonel Laulié & Ignacio Pavez. (2024). Sustainable Human Resources Management and Psychological Contracts: Exploring Theoretical Anchors to Solve Relational Tensions in Employment Relationships. Group & Organization Management(6),1391-1424.
Copyright (c) 2025 Author(s)
This work is licensed under a Creative Commons Attribution 4.0 International License.
Copyright on all articles published in this journal is retained by the author(s), while the author(s) grant the publisher as the original publisher to publish the article.
Articles published in this journal are licensed under a Creative Commons Attribution 4.0 International, which means they can be shared, adapted and distributed provided that the original published version is cited.
Submit a Paper
