Assessing the Indirect Nexus Between Green Human Resource Management and Employee Green Behavior: A Fuzzy DEMATEL Approach

Green human resource management (GHRM) has become a proactive strategy to develop an ecological platform in the private sector. Because of stakeholder pressures and regulations, organizations are required to adopt and implement GHRM practices. Current literature indicates that various intervening mechanisms may intensify the role of GHRM practices on employee green behavior (EGB). However, there is a paucity of studies that assessed the role of multiple mediators based on inter-assessment and prioritization to guide organizations in developing GHRM strategies. This study aims to fill this gap in the literature by examining 10 mediators identified from the literature and recommending the most influential ones based on expert opinions. Furthermore, to address the vagueness of human perceptions of GHRM practices, this study applied the fuzzy set theory and the decision-making trial and evaluation laboratory method to obtain and analyze expert opinions. The analysis has revealed three key influential mediators out of nine that can positively influence the indirect nexus between GHRM practices and EGB. These three key mediators have the highest prominence and influential scores include environmental strategy (M7), employee environmental commitment (M2), and green organizational culture (M3). The originality of the paper lies in its theoretical, practical, contextual, and methodological contributions.