Abstract
We investigated the impact of environmental transformational leadership (ETL) on pro-environmental behavior (PEB) of employees in Kazakhstan. The study also examined the potential mediating effect of environmental awareness and green human resource management (GHRM) as a moderating effect, using the theory of planned behavior. An online cross-sectional survey was conducted with 268 Kazakh employees from private and public organizations. Structural equation modeling was used to test the theory-driven model. The results show that environmental leadership predicted employees’ PEB, environmental awareness mediated the relationship, and GHRM partially moderated the relationship. The results of bootstrapping tests reveal that environmental awareness played successive mediating roles in the link between ETL and PEBs, but the simple slope test did not support the moderating effect of GHRM. Environmental awareness and GHRM were identified as fundamental mechanisms that accounted for the connection between ETL and PEBs.
Highlights
We investigated the impact of environmental transformational leadership (ETL) on proenvironmental behavior (PEB) of employees in Kazakhstan
This study investigated the role of environmental transformational leadership, employees’ perceptions of environmental awareness, and green human resource management (GHRM) in fostering pro-environmental behavior (PEB)
PEB, environmental awareness (EA), and GHRM had a significant correlation with ETL
Summary
We investigated the impact of environmental transformational leadership (ETL) on proenvironmental behavior (PEB) of employees in Kazakhstan. The study examined the potential mediating effect of environmental awareness and green human resource management (GHRM) as a moderating effect, using the theory of planned behavior. The results show that environmental leadership predicted employees’ PEB, environmental awareness mediated the relationship, and GHRM partially moderated the relationship. The results of bootstrapping tests reveal that environmental awareness played successive mediating roles in the link between ETL and PEBs, but the simple slope test did not support the moderating effect of GHRM. If employees widely adopt pro-environmental behavior (PEB), it can have a significant influence on decreasing negative environmental impacts, including climate change [4,5,6,7]. Organizations that promote such behaviors and reward employees’ actions will decrease their negative environmental effect PEB refers to a wide variety of environmental actions related to climate change including exploring more about the environment [4], developing eco-friendly processes and products, separating items for recycling, reusing items, and asking about environmentally destructive actions. organizations that promote such behaviors and reward employees’ actions will decrease their negative environmental effect
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