Data_Sheet_1_Cultivating green workforce: The roles of green shared vision and green organizational identity.docx

IntroductionThe current study anchors on the social identity theory (SIT) and social exchange theory (SET) to investigate the association between green talent management (GTM) and employee retention (ER), mediated by green organizational identity (GOI). Further, the study projects the moderator effect of green shared vision (GSV) in the direct association between GTM and GOI, and the indirect link between GTM and ER through the mediator effect of GOI.
MethodsWe collected time-lagged (i.e., three-wave) data from 495 frontline managers in the tourism service firms in Pakistan. Data are analyzed using SmartPLS SEM (V 3.3) to evaluate the measurement and structural models.
ResultsOur results support all the projected associations and confirm the direct relationships between GTM and ER (β = 0.480, CIs = 0.494, 0.578), GTM and GOI (β = 0.586, CIs = 0.517, 0.670), and GOI and ER (β = 0.492, CIs = 0.425, 0.566). The findings further reveal that GOI significantly mediates the relationship between GTM and ER (β = 0.257, CIs = 0.184, 0.312). In addition, the moderator effect of GSV significantly underpins the direct association between GTM and GOI (β = 0.512, CIs = 0.432, 0.587) and the indirect association between GTM and ER, mediated by GOI (β = 0.526, CIs = 0.441, 0.590).
DiscussionThis is the first study that explores a moderated mediation model to explain when and how tourism service firms can promote ER through inculcating GTM strategies. The findings indicate that service firms in the tourism industry must develop and retain green talent to exploit pro-environmental strategies.

## 一、引言
本研究锚定社会认同理论（Social Identity Theory, SIT）与社会交换理论（Social Exchange Theory, SET），探讨绿色人才管理（Green Talent Management, GTM）与员工保留（Employee Retention, ER）之间的关联，并以绿色组织认同（Green Organizational Identity, GOI）作为中介变量。此外，本研究进一步考察绿色共享愿景（Green Shared Vision, GSV）在绿色人才管理与绿色组织认同的直接关联中，以及在绿色人才管理通过绿色组织认同中介影响员工保留的间接关联中的调节效应。

## 二、研究方法
本研究从巴基斯坦旅游服务企业的495名一线管理者处收集了三波滞后数据，并采用SmartPLS结构方程模型（版本3.3）对测量模型与结构模型进行评估与分析。

## 三、研究结果
本研究结果证实了所有预设的研究关联：绿色人才管理与员工保留之间存在显著正向关系（β=0.480，置信区间CI=[0.494, 0.578]），绿色人才管理与绿色组织认同之间存在显著正向关系（β=0.586，CI=[0.517, 0.670]），绿色组织认同与员工保留之间存在显著正向关系（β=0.492，CI=[0.425, 0.566]）。进一步分析显示，绿色组织认同显著中介了绿色人才管理与员工保留之间的关联（β=0.257，CI=[0.184, 0.312]）。此外，绿色共享愿景的调节效应显著正向调节了绿色人才管理与绿色组织认同的直接关联（β=0.512，CI=[0.432, 0.587]），以及绿色人才管理通过绿色组织认同中介影响员工保留的间接关联（β=0.526，CI=[0.441, 0.590]）。

## 四、讨论
本研究为首篇采用有调节的中介模型，阐释旅游服务企业可通过何种时机与路径推行绿色人才管理策略以提升员工保留的学术研究。研究结果表明，旅游行业的服务企业需培育并留存绿色人才，以践行环保战略。