Green Training and Development and Green Employee Empowerment Influencing Employee Green Behavior: The Mediating Role of Employee Green Attitude and Intentions in Lebanese Small and Medium-sized Enterprises

Mona AlDana; Alaa Elddine Abbas; Chérine Jneid; Sara Mosleh

doi:10.32479/irmm.23378

Authors

Mona AlDana Department of Business Administration, Beirut Arab University, Beirut, Lebanon.
Alaa Elddine Abbas Department of Business Administration, Beirut Arab University, Beirut, Lebanon.
Chérine Jneid Department of Business Administration, Beirut Arab University, Beirut, Lebanon.
Sara Mosleh Department of Business Administration, Beirut Arab University, Beirut, Lebanon.

DOI:

https://doi.org/10.32479/irmm.23378

Keywords:

Attitude, Green Training and Development, Employee Green Behavior, Green HRM, Green Behavioral Intention, Green Employee Empowerment and Participation

Abstract

This study investigates how distinct green HR practices namely green training and development (GTD) and green employee empowerment and participation (GEE) affect employee green behavior (EGB) through attitudes and intentions within Lebanese SMEs. Guided by the AMO framework and the Theory of Planned Behavior, data from 367 employees were analyzed using PLS-SEM. Results indicate that GTD significantly influences employees’ attitudes toward green behavior, while GEE does not exhibit a direct effect. Employee attitude strongly predicts behavioral intention, which in turn drives green behavior. Notably, green transformational leadership did not significantly moderate the hypothesized relationships in the full sample; however, multigroup analysis suggests a marginal age-related variation in the empowerment–attitude relationship. The findings underscore the importance of cognitive and deliberate mechanisms in fostering sustainable employee behaviors in resource-constrained environments. Practical implications suggest targeted green training is vital for advancing organizational sustainability.