Abstract
Employees’ spontaneous environmental citizenship behavior (ECB) is a key factor in facilitating the low-carbon transition of enterprises. However, little research has focused on the impact of interpersonal interactions on ECB. To explore how ECB is affected by special interpersonal circles in Chinese organizations, we propose a new concept: perceived interpersonal circle power (PICP). From the two dimensions of PICP, leader-oriented perceived interpersonal circle power (PICP-L) and colleague-oriented perceived interpersonal circle power (PICP-C), we establish a mechanism model to explore the effect of PICP on ECB. A structural equation model was used to test our hypotheses through 332 questionnaires, and the results show that PICP-L and PICP-C differ significantly in the directions and strengths of their effects on ECB. PICP-C has a direct positive driving effect on environmental engagement behavior (EEB) and environmental helping behavior (EHB). High PICP-C can also encourage EEB via affective organizational commitment (AOC). Conversely, PICP-L has no significant effect on EEB. More unexpectedly, PICP-L has a significant negative influence on EHB. This study provides a new direction for future theoretical research on ECB, as well as a new opportunity for policy-making and enterprise management practices to promote employees’ ECB.
Highlights
The Paris Climate Change Agreement clearly states that the main goal of the global response to climate issues is to control the increase of global temperature within 1.5 ◦C by the end of the century
The total variance interpretation rates of the perceived interpersonal circle power (PICP), affective organizational commitment (AOC) and environmental citizenship behavior (ECB) scales were 59.709%, 66.995%, and 74.838%, respectively, all higher than 50%, indicating that the scales could be used for factor analysis
To our surprise, PICP-L has no significant effect on engagement behavior (EEB)
Summary
The Paris Climate Change Agreement clearly states that the main goal of the global response to climate issues is to control the increase of global temperature within 1.5 ◦C by the end of the century. A mechanism model for the effects of PICP on ECB is established in this study, and the action paths, direction, and intensity of the effects of two different PICPs, namely, leader-oriented PICP (PICP-L) and colleague-oriented PICP (PICP-C), on ECB are analyzed This is an important supplement to previous studies on the antecedents of employees’ environmental behaviors in the workplace. These recommendations will help managers identify and discover the role of core figures in different types of interpersonal circles in the workplace in promoting green development, and better promote enterprises’ environmental reputation and performance by building a green environmental circle culture.
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