HR practices and Corporate environmental citizenship: Mediating role of organizational ethical climate

This study primarily aims to investigate the link between ability-, motivation-, and opportunityenhancing human resource management (HRM) practices with organizational ethical climate and corporate environmental citizenship of the telecommunication industry in Indonesia. This study also
investigates the role of organizational ethical climate as a mediator. This study theorizes that organizational ethical climate, as demonstrated by the recycling and reduction of waste, enhances corporate environmental citizenship. Employees are more driven to become environmentally friendly
when there is a written environmental policy in place. This current study hypothesizes that the effect of organizational ethical climate on corporate environmental citizenship can be enhanced by organizational learning capability, which has the potential of maximizing the possibility of gathering,
utilizing, and dispersing knowledge derived from the environmental policy. The authors claim that organizational ethical climate affects employee commitment as it helps generate creative and innovative ideas for the production of green products and processes. An organization that intends to improve its green innovation performance needs to improve its ethical climate. One instance is when employees provide innovative solutions for reducing waste and pollution as part of their organization's ethical values in protecting the environment. For testing the hypothesis of the present study and for evaluating the model’s quality (that is, measurement model MM and structural model SM), the study uses the smart
PLS-SEM software.
Keywords: HR Practices, organizational ethical climates, and corporate ethical climate