绿色人力资源管理与绿色组织绩效:理论机制与未来研究方向  

Green Human Resource Management and Green Organizational Performance:Theoretical Mechanisms and Future Research Directions

作　　者：王茂霖 江新会[1] 王重鸣[2] 代毓芳 谢晖[3] Maolin WANG;Xinhui JIANG;Zhongming WANG;Yufang Dai;Hui XIE(School of Business,Yunnan University of Finance and Economics,Kunming 650221;School of Management,Zhejiang University,Hangzhou 310058;School of Management and Economics,Kunming University of Science and Technology,Kunming 650504)

机构地区：[1]云南财经大学商学院,昆明650221 [2]浙江大学管理学院,杭州310058 [3]昆明理工大学管理与经济学院,昆明650504

出　　处：《中国人力资源开发》2024年第10期104-126,共23页Human Resources Development of China

基　　金：国家自然科学基金项目(71962034);云南省基础研究专项(202401AU070113)。

摘　　要：绿色发展是高质量发展的核心组成部分,人作为第一资源是推动企业绿色转型最为活跃的因素。因此,绿色人力资源管理对绿色组织绩效的作用成为近期热点研究领域。近年来,尽管两者关系的研究逐步增多,但尚无系统性文献综述聚焦其间机制。这不利于系统、深入地思考和澄清为何,乃至是否绿色人力资源管理对绿色组织绩效至关重要的问题。本文通过系统回顾文献,从行为论、资源与能力、社会心理视角归纳了现有理论机制的三大脉络。总体而言,现有研究要么假定绿色人力资源管理能提升个体的绿色动机、态度或知识能力,进而转化为组织层面的绩效;要么依赖绿色文化、绿色创新、绿色领导等组织层面的中介变量进行“从宏观到宏观”的解释。基于此,本文认为,在新质生产力发展背景下,未来研究应以可续管理原理为核心驱动力,深化对绿色人力资源管理如何驱动特定的集体互动行为,以及由此带来的绿色实践积累、绿色增长临界点的形成,以及组织绿色涌现状态的显现,最终形成宏观结果的过程性、动态性和复杂性的理论认知。文章最后讨论了相关研究对绿色人力资源管理实践的启示。Green development is a core component of high-quality development,with people as the primary resource driving corporate green transformation.Therefore,the role of green human resource management(GHRM)in green organizational performance has become a popular research topic.Despite increasing studies on their relationship in recent years,there is a lack of systematic literature reviews focusing on the underlying mechanisms.This hinders systematic,in-depth reflection and clarification of why,and even whether,GHRM is critically important to green organizational performance.This paper conducts a systematic review of the literature,summarizing three main theoretical frameworks—behaviorism,resources and capabilities,and social psychology perspectives.Overall,existing research either assumes that GHRM enhances individuals'green motivation,attitudes,or knowledge,which then translates into organizational performance;or it relies on organizational-level mediating variables such as green culture,green innovation,and green leadership to explain"micro-to-macro"relationships.Based on these findings,in the context of new quality productivity,this paper suggests that future research should be driven by the principles of sustainable management,exploring how GHRM drives specific collective behaviors,leading to the accumulation of green practices,the formation of green growth tipping points,and the emergence of organizational green states,thereby shaping the theoretical understanding of process-oriented,dynamic,and complex macro-level outcomes.The paper concludes by discussing insights from related studies for the practice of GHRM.

关 键 词：绿色人力资源管理 绿色组织绩效 可续管理 

分 类 号：F272.92[经济管理—企业管理]