Digital Technologies and Tax Revenue Collection Efficiency at the Kenya Revenue Authority, Taita Taveta County, Kenya
DOI:
https://doi.org/10.65150/EP-jmrr/V2E6/2026-12Keywords:
Green Human Resource Management (GHRM), Green Mindfulness, Pro-Environmental Behavior, Green Transformational Leadership, Moderated Mediation, Manufacturing, IndonesiaAbstract
This study investigates the moderated mediation model linking Green Human Resource Management (GHRM) practices to employees' pro-environmental behavior (PEB) through green mindfulness as the mediating mechanism, with green transformational leadership (GTL) as the boundary condition. Drawing on Ability-Motivation-Opportunity (AMO) Theory, Theory of Planned Behavior (TPB), Self-Determination Theory (SDT), and Social Learning Theory (SLT), we test the model on a time-lagged two-wave sample of 342 employees from ISO 14001-certified manufacturing firms in East and Central Java, Indonesia. Structural Equation Modeling (SEM-CB) and Hayes PROCESS Macro Model 7 with bootstrapping (5,000 resamples) were employed for hypothesis testing. Results confirm that: (1) GHRM positively predicts green mindfulness (β = .48) and PEB (β = .31); (2) green mindfulness mediates the GHRM–PEB relationship (indirect β = .197, 95% BC-CI [.129, .274]); (3) GTL significantly moderates both the GHRM→green mindfulness and green mindfulness→PEB pathways; and (4) the conditional indirect effect of GHRM on PEB is 2.5 times stronger at high GTL than low GTL (moderated mediation index = .082, BC-CI [.041, .131]). Floodlight analysis reveals a GTL significance threshold of 2.87 (5-point scale), encompassing 91.2% of the sample. Findings contribute to GHRM theory by identifying green mindfulness as a new cognitive-affective mediator and GTL as a dual boundary condition amplifier. Practical implications for HR managers, organizational leaders and Indonesia’s PROPER environmental rating policy are discussed.
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Copyright (c) 2026 Sharon Jerop Choge, Patrick Mutua Kimaku, Irene Esther Njeri (Author)
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