ABSTRACT
Chapter 4 develops a green HRM conceptual framework and research hypotheses to answer the research questions. Chapter 4 draws on the relevant theoretical frameworks to underscore how green HRM and anticipated factors interactively influence organizational workplace outcomes. Informed by existing theories, the underlying factors that will be explored are psychological green climate, individual green values, organizational identification, and POS. These factors are expected to play an effectual and interactive role between green HRM and in-role and extra-role employee green and non-green workplace behaviors, and an employee’s intention to quit. Consequently, nine hypotheses are formulated.
