员工工作-家庭绿色行为积极溢出的影响机理——煤炭企业绿色人力资源管理的视角  

Impactmechanism of positive spillover from employees'work-home green behaviors:Aperspective of green human resource management in coal enterprises

作　　者：芦慧 许炜婷 吴从新 LU Hui;XU Weiting;WU Congxin(School of Economics and Management,Nanjing University of Technology,Nanjing 210094,China;Wuxi Aotewei Technology Co.,Ltd,Wuxi 214024,China;Sun Yueqi Honors College,China University of Mining and Technology,Xuzhou 221116,China)

机构地区：[1]南京理工大学经济管理学院,江苏南京210094 [2]无锡奥特维科技股份有限公司,江苏无锡214024 [3]中国矿业大学孙越崎学院,江苏徐州221116

出　　处：《煤炭经济研究》2025年第1期189-199,共11页Coal Economic Research

基　　金：国家自然科学基金资助项目(72474104,71974189);中央高校基本科研业务费专项资金资助项目(30924010601)。

摘　　要：本研究立足煤炭企业社会责任的价值视角,基于角色理论整合工作与家庭2个关键领域,构建了煤炭企业绿色人力资源管理促进员工工作-家庭绿色行为积极溢出的研究模型。首先运用倾向得分匹配分析工作场所绿色行为与家庭绿色行为的因果关系,成功验证了工作-家庭绿色行为溢出效应的存在。随后通过验证顺序中介模型,发现绿色人力资源管理能促进员工绿色角色期望-致性,提升员工工作-家庭绿色自我效能,进而将工作绿色行为转移到家庭领域,最终实现工作-家庭绿色行为积极溢出。The current studyadopts a value perspective focused on the social responsibility of coal enterprises,integrating the two key domains of work and family based on role theory.It constructs a study model that explores how green human resource management in coal enterprises can promote positive spillover of employees'work-family green behaviors.This study first uses propensity score matching to analyze the causal relationship between employees'workplace green behavior and family green behavior,and successfully verifies the existence of a spillover effect of employees'work-family green behavior.Afterwards,this study validated a sequential mediation model and found that GHRM could achieve employees'consistency of green role expectations,enhance employees'work-family green self-efficacy,and then transfer work green behaviors to the family domain,ultimately achieving positive work-family green behavior spillover.

关 键 词：绿色人力资源管理 工作-家庭绿色行为溢出 绿色角色期望一致性 工作-家庭绿色自我效能感 

分 类 号：F416.21[经济管理—产业经济]