Coefficient and predictive relevance.

This research aimed to investigate the mediating function of Green Employee Empowerment (GEE) in the relationship between Green Human Resource Management practices (GHRM) and the environmental performance of small and medium-sized enterprises (SMEs) in Ghana, drawing on the Ability-Motivation-Opportunity (AMO) theory. This study assessed the hypotheses in the established research model using structural equation modeling based on data collected from 320 participants from small and medium-sized firms in Ghana. The study’s results revealed that GHRM practices were significantly correlated with the firm’s environmental performance. The study found significant GHRM’s indirect consequences on environmental performance through GEE in all models examined. These findings suggest that GEE plays a crucial role in translating the impact of GHRM practices into improved environmental performance. The study overlooked other potential mediators or moderators in the relationship between GHRM practices and environmental performance, focusing on GEE. To better understand the complex dynamics behind GHRM techniques’ environmental performance, future research might examine business culture, leadership style, and employee sustainability attitudes.本研究基于能力-动机-机会（Ability-Motivation-Opportunity，AMO）理论，旨在探讨绿色员工赋能（Green Employee Empowerment，简称GEE）在加纳绿色人力资源管理实践（Green Human Resource Management Practices，简称GHRM）与中小企业（Small and Medium-sized Enterprises，简称SMEs）环境绩效之间的中介作用。本研究从加纳中小企业的320名受访者处收集数据，采用结构方程模型对已确立的研究模型中的研究假设进行了检验。研究结果显示，绿色人力资源管理实践与企业环境绩效存在显著相关性；同时发现在所有检验模型中，绿色员工赋能在绿色人力资源管理实践对环境绩效的影响中发挥了显著的间接效应。上述研究结果表明，绿色员工赋能在将绿色人力资源管理实践的影响转化为环境绩效提升的过程中扮演着关键角色。本研究未考虑绿色人力资源管理实践与环境绩效关系中其他潜在的中介或调节变量，仅聚焦于绿色员工赋能。为更好地理解绿色人力资源管理实践影响环境绩效背后的复杂作用机制，未来研究可探讨组织文化、领导风格以及员工可持续发展态度等因素。