Marketing

Human resources

Creativity

Engineering

Philosophy

Social psychology

Originality

Economics

Business

Human resource management

Empirical research

Mechanical engineering

Psychology

Absenteeism

Management

Work (physics)

Epistemology

Performance management

Employee Relations

Purpose This paper tests a research model that examines work engagement (WENG) as a mediator between green human resource management (GHRM) and absenteeism and green recovery performance. Design/methodology/approach To gauge the aforesaid linkages, the authors used data collected from employees and their supervisors in the international five-star chain hotels in Istanbul, Turkey. One-hundred and eighty-two respondents completed the surveys. Findings GHRM fosters WENG. As predicted, WENG alleviates absenteeism and triggers green recovery performance. Employees' favorable perceptions of GHRM (cognitive evaluation) give rise to higher WENG (emotional response), which in turn directs their behaviors such as reduced absenteeism and higher green recovery performance (behavioral response). Originality/value No empirical study has gauged the linkage between GHRM and WENG and nonattendance behavior or absenteeism so far. Moreover, there are few empirical pieces in the current literature that have tested the mechanism through which GHRM is associated with green and/or nongreen outcomes.

Does work engagement mediate the impact of green human resource management on absenteeism and green recovery performance?