ScholarWorks@중앙대학교

초록

Organizations in the new energy sector are increasingly relying on human resource management systems to stimulate employees’ pro-environmental cognition and innovation in response to society’s accelerating transition toward sustainable development. Although prior research has established the general benefits of Green Human Resource Management (GHRM), the multilevel and time-dependent mechanisms by which GHRM influences green creativity remain insufficiently understood. To address this gap, this study develops an integrated framework grounded in Ability Motivation Opportunity (AMO) theory and the motivated information processing perspective to explain how GHRM shapes the cognitive and motivational states of employees to support sustainable innovation. Using three-wave, multilevel data collected from 387 employees nested within 78 teams across new energy enterprises in China, the findings from multilevel structural equation modeling show that GHRM partially enhances employees’ green creativity through two distinct yet complementary pathways: green mindfulness, which reflects systematic environmental information processing, and green work engagement, which captures sustained motivational investment in sustainability-related tasks. Moreover, green transformational leadership strengthens the relationship between GHRM and green mindfulness, suggesting that leadership cues intensify employees’ attentional and interpretive reactions to HRM signals. These results clarify the cross-level, time-lagged processes that link GHRM to green creativity and advance the theoretical integration of AMO and cognitive-motivational mechanisms in sustainability research. They also offer actionable implications for organizations designing HRM systems for enhancing ecological innovation in rapidly evolving green industries.

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