The Effect of Green Human Resource Management on Green Reputation: Explaining the Mediating Role of Organizational Identity, Green Innovation, and Green Entrepreneurial Orientation (Case Study: Hospitals of Tabriz City)
Keywords:
Green Human Resource Management (GHRM), Green Reputation, Green Organizational Identity, Green Innovation, Green Entrepreneurial Orientation, HospitalAbstract
With the growing strategic importance of sustainability in the healthcare sector, building a green reputation has become one of the key challenges for hospitals. The present study aims to investigate the effect of Green Human Resource Management (GHRM) on the green reputation of hospitals in Tabriz. In addition, the mediating roles of three complementary mechanisms—green organizational identity, green innovation, and green entrepreneurial orientation—are analyzed in this relationship. This study employed a descriptive–survey research design. Data were collected through a structured questionnaire based on a five-point Likert scale from 350 hospital employees. Data analysis was conducted using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results revealed that GHRM has a direct and significant positive effect on green reputation. Furthermore, all three variables—green organizational identity, green innovation, and green entrepreneurial orientation—played significant mediating roles in this relationship. These findings indicate that the impact of GHRM on reputation mainly occurs through its capacity to strengthen internal identity, promote tangible innovations, and encourage an entrepreneurial orientation within the organization. The results highlight the necessity for hospital managers to adopt a multifaceted approach, meaning that investment in GHRM policies should be accompanied by efforts to institutionalize environmental identity, support visible innovative projects, and empower employees’ entrepreneurial behaviors. Despite the increasing importance of green reputation, the precise mechanisms through which internal green HRM practices translate into external reputation—especially the concurrent roles of identity, innovation, and entrepreneurship—have been less explored. This study was designed to address this knowledge gap and clarify these multi-path mechanisms in Iran’s healthcare sector.
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