IMPACT OF EBULLIENT SUPERVISION AND GREEN HRM PRACTICES ON INNOVATIVE WORK BEHAVIOR: A MEDIATION–MODERATION ANALYSIS IN PAKISTAN’S HOSPITALITY SECTOR

Abstract

The objective of this study is to find out the impact of Ebullient supervision (ES) and Green Human Resource Management practices (GHRM) on Innovative work behavior (IWB) of hospitality industry employees of Pakistan. Thus, staff innovation is a critical trait of an employee in today's hospitality sector to ensure that service quality, sustainability and competitiveness can be accepted in the organization. The study also introduces the Componential Theory of Creativity, in order to examine the psychological safety (PS) as mediator and the sense of belongingness (SOB) as moderator. The study was done through quantitative approach with explanatory technique and data was collected from 391 employee of the hotel industry in Pakistan. The analysis of the data was carried out using Partial Least Squares Structural Equation Modeling (SEM) method (Smart PLS, version 4 and SPSS). The results show that ebullient supervision and Green HRM Practices has significant positive effect on the psychological safety and innovative work behavior. Psychological safety is a great mediator between ebullient supervision and green HRM practices and innovative work behavior. In addition, sense of belongingness in a positive way is a moderator on the relationship between psychological safety and innovative work behavior. The research contributes to the literature on leadership, Green HRM and innovation in an integrated mediation-moderation model in a non-Western hospitality context. Results also offer empirical implications for hospitality managers who are looking for ways to foster innovation through supporting supervision practices, sustainable HR management, psychological safety and inclusion-focused relationships at work