Green HRM and Employee Innovative Work Behavior: The Mediating Role of Psychological Safety and the Moderating Influence of Entrepreneurial Leadership

Abstract

This study investigates the relationship between Green Human Resource Management (Green HRM) and employee innovative work behavior (IWI), examining the mediating role of psychological safety and the moderating influence of entrepreneurial leadership. Drawing on conservation of resources theory, we propose that Green HRM practices foster a supportive environment conducive to innovation. Specifically, we hypothesize that psychological safety acts as a key mediating mechanism, translating Green HRM initiatives into enhanced employee innovation by reducing fear of failure and encouraging risk-taking. Furthermore, we posit that entrepreneurial leadership strengthens the positive effect of Green HRM on both psychological safety and innovative behavior. Leaders exhibiting entrepreneurial traits (e.g., proactivity, risk-taking, vision) are expected to amplify the impact of Green HRM by actively championing sustainability, empowering employees, and creating a psychologically safe climate for experimentation. Data was collected through surveys from KPK hotels employees and supervisors in diverse organizations. Results from structural equation modeling support the hypotheses: Green HRM positively relates to employee IWI, and this relationship is significantly mediated by psychological safety. Additionally, entrepreneurial leadership moderates the relationship, such that the positive effects of Green HRM on psychological safety and subsequently on IWI are stronger when entrepreneurial leadership is high.