Abstract
The issue of environmental protection and sustainable development is a key research focus across multiple fields. Employee green behavior is considered to be an important micro-activity to address this. Researchers in the field of organizational behavior and sustainable development have been focusing on the influencing factors of employee green behavior. However, few have explored the beneficial effects of employee green behavior on behavioral implementers. The objective of this study is to investigate the relationships among employee green behavior, self-esteem, perceived organizational support for employee environmental efforts, and employee well-being, and to explore a new dimension of employee green behavior. We empirically examined the underlying framework by conducting two surveys to collect data from 900 employees working in manufacturing, construction, and the service industry in China. We performed multilevel path analysis using SPSS and AMOS software, and confirmed that employee green behavior includes four dimensions: green learning, individual practice, influencing others, and organizational voices. Further, employee green behavior has a significant positive impact on self-esteem, which in turn is converted into employee well-being. Finally, perceived organizational support for employee environmental efforts not only positively moderated the relationship between employee green behavior and self-esteem, but was also confirmed as a moderated mediation model. This study enriches the current literature on the measurement framework and variables of employee green behavior.
Highlights
Research on the relationship between individual well-being and pro-social behavior has become an important well-being research topic [1,2]
We first conducted a series of confirmatory factor analyses (CFA) using AMOS 25.0 software to examine the discriminant validity of the four sub-dimensions of Employee green behavior (EGB)
This study proposed that EGB includes green learning, based on the initial acquirability of green behavior
Summary
Research on the relationship between individual well-being and pro-social behavior has become an important well-being research topic [1,2]. Employee green behavior (EGB), a positive organizational behavior, is regarded as a micro-activity to solve environmental and sustainable development issues, which is essentially pro-social behavior. EGB refers to a series of behaviors implemented by employees in the workplace aimed at protecting the environment and promoting the sustainable development of the organization [3], including resource conservation, waste utilization, environmental protection knowledge acquisition, and sustainable work [4,5]. EGB can effectively promote organizational environmental performance and enable employees to have a greater sense of social gain [6,7]. Companies are encouraged by the pressure of environmental protection promotion to adopt green behavior as much as possible in specific work processes within the organization [10,11]. Many scholars have explored the factors and situations that affect the facilitation and manifestation of EGB [8,12], but few have explored the impact of EGB on the employees themselves [13,14]
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