Abstract
The objective of the paper is to analyze the effect of the Orientation and the Commitment on Green Human Resource Management and Green Innovation. To collect data, questionnaires were applied to managers of Brazilian hotels. Data were analyzed using structural equation modeling and fuzzy set qualitative comparative analysis (FsQCA). The results showed that GO influences GHRM and GI practices (H1 and H2). GC positively influences the relationship between OV and GHRM (H3). And that GHRM practices also have a positive influence on GO (H4).
Keywords: Green Orientation, Green Commitment, Green Human Resources Management, Green Innovation, Hotels.