Employee Green Behavior Research Articles

Investigating Employee Green Behavior through Perceived Organizational Support for the Environment in the Hotel Industry

Purpose - This study investigates the role of perceived organizational support for the environment (POS-E) on employee green behavior (EGB). It also examines the mediating role of employee environmental commitment (EEC) and green work climate (GWC), as well as the moderating role of employee green awareness. Method - Data were collected from 247 hotel employees located at Cox’s Bazar, Bangladesh applying convenient sampling. Data were analyzed using the structural equation modeling (SEM) technique and SPSS. Results - Findings reveal that POS-E positively influences EGB while EEC and GWC fully mediate the association between POS-E and EGB. Findings also show that POS-E on EEC and GWC is more significant when employees have greater ecological awareness. Implications - The findings imply that the hospitality firms’ ecological POS can improve employee green behavior. Empayees’ ecological awareness also plays an important role in such behavior. Originality – The study contributes to the existing literature in the context of the hospitality industry by filling up the gap in exploring the mechanism through which POS influences employee behavior.

Green human resource management practices and employee green behavior

This research explores the effect of Green Human Resource Management (GHRM) practices on employee green behavior (EGB). A conceptual model involving two double-moderations is developed and tested with the data collected from 397 respondents from various industries in India. Hayes’s PROCESS macros were used in testing the hypotheses. Consistent with the Ability-Motivation-Opportunity (AMO) and Social Identity Theory (SIT), the green recruitment strategies (GRS) and green institutional initiatives (GII) positively predict EGB. The results indicate that the significant three-way interaction between GRS, employee green training and development (E-GTD), and employee green participation and involvement (E-GPI) influenced EGB. The findings also suggest that the three-way interaction between GII, employee green performance management, appraisal (E-GPMA), employee green compensation, and rewards (E-GCR) influencing the EGB was significant. The implications for green human resource management (G-HRM) and sustainability are discussed.

How green human resource management affects employee voluntary workplace green behaviour: An integrated model

AbstractGreen human resource management (GHRM), a set of HRM practices targeted at environmental goals, has been proposed as the key to achieving organisational sustainable development. However, the mechanisms through which GHRM influences employee green behaviour are not yet well understood. Drawing on conservation of resources theory, this study presents an integrated model revealing the mixed effects of GHRM on employees' voluntary workplace green behaviour (VWGB). Path analysis based on two studies undertaken in China largely supported our hypotheses. Specifically, GHRM was found to positively influence employees' VWGB through environmental commitment, while simultaneously decreasing their VWGB through emotional exhaustion. Meanwhile, supervisory support for environmental behaviour mitigated the impact of GHRM on emotional exhaustion as well as the relationship between GHRM and employee VWGB via emotional exhaustion. This study contributes to the GHRM literature in particular and organisational environmental management literature in general.

Does green human resource management lead to a green competitive advantage? A sequential mediation model with three mediators

The relationship between green human resource management (GHRM) and green competitive advantage (GCA) in the hotel context remains a deeply under-explored research frontier. Drawing on the resource-based view and ability-motivation-opportunity theories, this study investigates how a hotel’s GHRM practices are linked to hotel GCA through the single and sequential mediating roles of employee green work engagement, green knowledge sharing, and green creativity. The findings show that GHRM has no significant direct impact on GCA. However, the relationship between GHRM and GCA is significantly mediated by the sequential impacts of employee green work engagement, green knowledge sharing, and green creativity. This work suggests that hotel GCA is not a conclusive reflection of GHRM. Employee green behavior, embodying a sequential mechanism, in response to GHRM plays an instrumental role in realizing hotel GCA. The theoretical contributions, practical implications, limitations, and future research directions are included.

Moderating role of green knowledge sharing and employee green behavior among the relationship of green supply chain management, green entrepreneurship, and sustainable development goal: evidence from Vietnam textile sector.

Green knowledge sharing and behaviors are vital for organizations to implement green supply chain management and promote green entrepreneurship. These solutions support firms to understand market and customer needs through which they are able to carry out the practices which strengthen their sustainability. By realizing the significance, the research develops a model which integrates the concept of green supply chain management, green entrepreneurship, and sustainable development goals. The framework also builds to evaluate the moderating role of green knowledge sharing and employee green behavior. Proposed hypotheses are tested in the sample Vietnamese textile managers, and PLS-SEM methodology was employed to evaluate the model reliability, validity, and association among constructs. Generated results reveal the positive impact of green supply chain and green entrepreneurship on sustainable environment, and results also reveal that green knowledge sharing and employee green behavior both have the potential of being a moderator which enhances the relationship among outlined constructs. The revelation provides important insights for organizations to look into these parameters in order to achieve sustainability in a longer run.

Green HRM and employee green behavior in the manufacturing firms: do psychological green climate and employee green commitment matter?

PurposeGreen human resource management (HRM) plays a vital role in improving employees’ green behaviour. A research gap exists in the roles psychological green climate and employee green commitment have in the relationship between green HRM and employees’ green behaviour. Building on social exchange and social identity theories, this study aims to propose a model of the effects of green HRM on employees’ green behaviour through the serial mediation of psychological green climate and employee green commitment.Design/methodology/approachData were collected from 297 full-time employees working in various manufacturing organizations in India using cross-sectional research design and self-reported measures. Structural equation modelling was used to examine the model fit of the serial mediation model, and PROCESS macro with a bias-corrected bootstrapping method was used to test the hypotheses.FindingsThe result of the study revealed that green HRM impacts employees’ green behaviour. Further, the findings showed that both psychological green climate and employee green commitment individually mediate the relationship between green HRM and employees’ green behaviour. The key outcome of this research is the partial serial mediation of psychological green climate and employee green commitment in the relationship between green HRM and employees’ green behaviour.Originality/valueThis is one of the primary studies that examined the serial mediating effect of psychological green climate and employee green commitment in the relationship between green HRM and employees’ green behaviour. This study contributes to the existing literature on green HRM and green behaviour by evincing the mediating mechanism of psychological green climate and employee green commitment.

Corporate social responsibility and employee engagement: the mediating role of personal environmental norms and employee green behavior

PurposeThis paper aims to investigate the influence of corporate social responsibility (CSR) on employee engagement (EE) through mediating effect of personal environmental norms (PEN) and employee green behavior (EGB).Design/methodology/approachThe proposed model was validated using 360 employees data from manufacturing and service industries.FindingsThe findings confirmed that CSR is the positive and significant driver of EE. The results also demonstrated PEN and green employee behavior partly mediate this relationship.Practical implicationsThe finding of this study enriches the existing literature and social outcomes of CSR. Theoretical and practical contributions have been discussed in detail.Originality/valueThe study demonstrates CSR is significantly related to EE, mediated via PEN and EGB, highlighting the necessity for micro-level CSR research. To the best of the authors’ knowledge, this is the first and foremost empirical research that establishes the mediating effects of PEN and EGB between CSR and EE in the Indian context.

Employee Green Behavior at Workplace: A Review and Bibliometric Analysis

Employee Green behavior (EGB) has long been considered one of the most important issues in both academics and businessbecause it can promote environmental sustainability, economic prosperity, and social responsibility. It provides a platform for research, innovation, and education, while also contributing to the long-term success of businesses. In the academic sphere, employee green behavior is important because it provides a platform for research and innovation. Academics can study the effectiveness of different environmental policies, programs, and initiatives in promoting sustainable behavior among employees. In the business world, employee green behavior is important because it can provide a competitive advantage. Companies that adopt environmentally responsible practices can improve their reputation, attract customers, and differentiate themselves from competitors. In this study, a total of 524 peer-reviewed Journals articles that were published in English between the years 2001 to 2022 were collected from the Scopus database by searching the keywords, Green Behavior or Employee Green Behavior, or Environmental Behavior and analyzed utilizing a combined strategy of bibliometric analysis, network analysis, and content analysis methods. The review did not include the conference papers and the papers published in other languages. This study's main objective is to discover current research advancements and developmental trends in EGB by thoroughly examining the body of current literature. The study aims to match current research interests with potential future research areas in EGB. The systematic mapping and bibliometric analysis of this study provides a detailed findings by thorough analysis of the currently available literature by identifying the annual publication growth, journals, and authors that contribute the most, as well as developing keywords and themes. The findings shows that the journal which contributes most in this field is Sustainability Journal and the most contributing author is Paille and the country which contributed most to this subject is China. By constructing a network of keyword co-occurrence, the terms "green HRM", "corporate social responsibility", and "sustainability" have been recognized as the emerging areas of study in this field. By providing a thorough, methodical, and extensive evaluation of the current articles utilizing a variety of research methodologies, this study adds to the body of knowledge on Employee green behavior at the workplace.The future researchers should also include books,conference papers and proceedigs inorder to get a detailed knowledge about the topic. Secondly, due to its qualitative in nature this study might not cover the complete picture green behavior. In future the empirical study suggested to thoroughly investigate the topic to enrich the findings

Socially responsible human resource management and employee green behavior at work: the role of learning goal orientation and moral identity

Drawing on self-regulation theory, we developed and tested a model to investigate the positive correlation between socially responsible human resource management (SRHRM) and employee workplace green behavior (WGB). We tested and found support for our theoretical model using multi-wave studies within one organization and across multiple organizations. Based on a sample of 261 employees from a food chain company (Study 1) and 259 employees from 43 organizations (Study 2), we identified a direct relationship between SRHRM and employee WGB and an indirect relationship mediated by learning goal orientation and moral identity. Additionally, coworker support moderated the effects of SRHRM on learning goal orientation and moral identity. These conclusions provide a new entry point for exploring why SRHRM affects employee WGB.

Linking Corporate Social Responsibility to Employee Green Behavior: Mediation Through Supervisor-subordinate Guanxi

This study was conducted with the purpose of understanding the link between corporate social responsibility (CSR) and employee green behavior. Particularly, we explored the mediating role of supervisor-subordinate guanxi in this relationship. Participants were 327 part-time Master of Business Administration students at three universities in China, who completed a survey. Structural equation modeling was used to test the hypotheses. Results revealed that there was a positive and significant relationship between employees' perceived CSR and their green behavior, and that supervisor-subordinate guanxi partially mediated this relationship. This study extends research on the social outcomes of CSR by shedding new light on the psychological mechanisms connecting it with employee green behavior. The findings will help managers of organizations to better understand how CSR facilitates employee green behavior.

Transactional leadership matters in green creative behaviour through workplace learning and green knowledge management: moderating role of social network sites use

PurposeThe purpose of this study is to investigate the predictive influence of transactional leadership on employee green creative behaviour (GCB) and the mediating role of workplace learning and green knowledge management (GKM) in this relationship. Based on the leader–member exchange (LMX) theory. This study also uses moderated mediation analysis to investigate social networking sites (SNS) use as a moderator to better understand the indirect relationship between transactional leadership and employee GCB.Design/methodology/approachThe data for this quantitative study were collected using a time-lag technique, with two time waves apart by two months. The final sample for the study included 294 employee–supervisor dyads from small and medium-sized tourism enterprises in the north eastern part of China.FindingsFindings supported the study's proposed hypotheses, indicating that transactional leadership has a significant impact on workplace learning and GKM, as well as a significant role of mediators (workplace learning and GKM) in the relationship between transactional leadership and employee GCB. Furthermore, SNS use significantly moderated the impact of both mediators in establishing a link between transactional leadership and employee GCB.Originality/valueThis study offers new perspectives and insights for entrepreneurs, decision-makers, academics and tourism sector experts by identifying and putting into practise the predictive role of transactional leadership in innovative behaviours. This study also suggests that small and mid-sized travel agencies should focus on workplace learning, GKM and SNS use to promote environment-friendly creative employee behaviour.

Two decades of workplace ecological behaviour: a systematic literature review

PurposeThis research offered a systematic and comprehensive literature review in analysing current studies on employee ecological behaviour (EEB) strategies and settings to determine various emphasised workplace ecological behaviour areas and contribute a precise mapping for future research.Design/methodology/approachThis systematic literature review method involved 106 peer-reviewed articles published in reputable academic journals (between 2000 and the first quarter of 2021). This study was confined to a review of empirical papers derived from digital databases encompassing the terms ‘Employee green behaviour’, ‘Green behaviour at workplace’, ‘Employee ecological behaviour’, ‘Employee Pro-environmental behaviour’ and ‘Pro-environmental behaviour at workplace’ in the titles.FindingsThis study identified relevant journal articles (classified as EEB at work) from the current body of knowledge. Notably, much emphasis was identified on EEB over the past two decades. Overall, most studies employing quantitative approaches in both developed and emerging nations. Notably, ecological behaviour application garnered the most significant attention from scholars among the four focus areas in the literature review: (i) EEB concepts, models, or reviews, (ii) EEB application, (iii) EEB determinants and (iv) EEB outcomes.Practical implicationsSignificant literature gaps indicate this field to be a relatively novel phenomenon. Thus, rigorous research on the topic proves necessary to develop a holistic understanding of the subject area.Originality/valueThis study expands the current body of knowledge by providing the first comprehensive systematic review on EEB themes, methods, applications, determinants, contextual focus, outcomes and recommending future research agenda.

Exploring the Antecedents of Employee Green Behaviors: A Conceptual Framework

The emergence of sustainable design has brought attention to the consideration of human behavior in creating environmentally-friendly operations. This study examines the role of the Theory of Planned Behavior (TPB) and the Value-Identity-Personal Norm (VIP) model in shaping employee green behavior (EGB) and explores how green human resource management (GHRM) practices impact EGB. Based on a review of 40 scholarly articles, the study proposes a conceptual model that integrates individual-level constructs from TPB and VIP, and highlights GHRM as an antecedent of EGB at the organizational level, with psychological capital and organizational identity as mediators. The study suggests a multilevel approach to examining EGB, incorporating person-environment interaction, job performance, and motivation theory. Ultimately, the study aims to provide a research agenda that encourages further investigation of the topic.
 Keywords: Employee Green Behavior; Green Human Resource Management; Sustainability; Theory of Planned Behavior; Value-Identity-Personal Norm Model.

Employee green behaviour: A review and recommendations for future research

AbstractDespite the increasing awareness of impacts of organizational activities on the natural environment and the urgent need for sustainable management of ecosystems, emerging research on employee green behaviour in the field of management and organizational science is largely fragmented, requiring an integrative review. Seeking to better understand research opportunities and advance theoretical and empirical development, this paper evaluates available research on the topic by first reviewing conceptualizations and corresponding theoretical approaches. It then develops an overarching framework to evaluate the findings of empirical studies at different levels of analysis for different approaches. It concludes with recommendations for future research on employee green behaviour and provides important implications for environmental sustainability in organizations.

Green Human Resource Management and Employee Green Behaviour: Participation and Involvement, and Training and Development as Moderators

The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.

Employee Performance Model Based on e-HRM: Employee Green Behavior as A Performance Indicator in The Coal Mining Company

This paper provides a perspective on the concept of employee performance based on e-HRM in the coal mining service industry in Indonesia. The research methodology uses documentary analysis of empirical studies and examines the perceptions of managers working in the HRM field. e-HRM is human resources management that is supported by digital technology, while employee performance in this case is the performance of employees who work in coal mining companies. This study aims to identify e-HRM practices to improve employee performance in terms of green employee behavior in the workplace. The results show that employee performance is closely related to e-HRM, green employee motivation, and person-job fit. Dynamic business conditions are a challenge for companies to be able to achieve productivity, and efficiency and always pay attention to the impact of safety, health & environment (SHE). HRD Department must provide support and develop appropriate competencies for its employees to improve employee professionalism. Managers must also be adept at empowering employees, caring about employee welfare, and maintaining employee safety & health. This empirical study and interview of respondents are very necessary for companies that are trying to carry out digital transformation in the HRM field to build production performance and employee awareness of the conditions of the work environment.

Workplace Well-Being in Manufacturing Organizations in Nigeria: Do Employee Green Behavior, Core Self-Evaluations and Empowering Leadership Matter?

Introduction: Workplace well-being has become a key issue in organizational behavior literature because of the impact it has on various outcomes in the organization. Consequent to the aforementioned, this study investigated three antecedents (employee green behavior, core self-evaluation, and empowering leadership) of Workplace well-being in manufacturing organizations in Nigeria. Methods: A quantitative cross-sectional survey and the correlational design were adopted to investigate the direct relationship the three predictor variables (employee green behavior, core self-evaluation, and empowering leadership) have with workplace well-being. Data were collected from 201 employees working in manufacturing organizations in Lagos State, Nigeria using systematic sampling. The participants comprised 124 males and 77 females with a mean age of 31.43 years and a standard deviation of 5.87. Four standardized and psychometrically sound instruments were used for collecting data while regression analysis was used in testing the hypotheses via the IBM SPSS statistics version 25. Results: The results of the study indicated that employee green behavior, core self-evaluations, and empowering leadership positively and significantly predicted workplace well-being in manufacturing organizations. Conclusion: This study provided valuable contributions to the antecedents of workplace well-being. Based on the outcome of the study, it is safe to say that workplace well-being has a link with an individual (employee green behavior and core self-evaluations) and interpersonal factors (empowering leadership) in the organization.

The Impact of Employees' Perception of Smart Cities on Employee Green Behavior: A Moderated Mediation Model

<abstract> <p>The issuance of the 2022 White Paper on Smart Cities has brought the notion of smart cities to the forefront. This conceptual framework revolves around green and sustainable development, aligning seamlessly with China's mission to strengthen ecological civilization in the contemporary era. In this study, we delve into the implications of employees' perception of smart cities on their ecologically conscious behaviors, drawing upon the frameworks of self-determination theory. The empirical analysis encompasses 306 employee respondents hailing from diverse enterprises and backgrounds. The findings extracted from this investigation reveal several crucial insights: (1) A robust and positive correlation between the employees' perception of smart cities and their eco-friendly behaviors; (2) corporate environmental responsibility assumes a partially mediating role between the employees' perception of smart cities and eco-friendly behaviors; (3) environmental awareness emerges as a constructive moderator in the interplay between corporate environmental responsibility and employees' eco-friendly behaviors; (4) notably, the impact of employees' perception of smart cities on employees' eco-friendly behaviors assumes greater prominence when environmental awareness is high, signifying an intensified indirect relationship. This dynamic underscores that during periods of heightened environmental awareness, the influence of employees' perception of smart cities on eco-friendly behaviors becomes more pronounced, reinforced by a more substantial indirect influence channeled through corporate environmental responsibility. These findings enhance the theoretical underpinnings of self-determination theory. Enterprises are encouraged to underscore and incentivize employees' pro-environmental behaviors, integrate environmental preservation paradigms into corporate culture and enhance green management initiatives, synergistically advancing shared ecological objectives for both enterprises and employees.</p> </abstract>

Environmental knowledge, perceived behavioral control, and employee green behavior in female employees of small and medium enterprises in Ensenada, Baja California.

Concern for the environment and the diminishing availability of resources is undoubtedly a relevant issue, both personally and organizationally. That is why knowing the factors that affect the occurrence of green behavior is relevant, particularly in SMEs, due to their importance in the economy of all countries, and specifically by the women who work in them, since their participation is gaining more and more preponderance in the Mexican labor force. It is because of the above that the objective of the research was to analyze the effect of environmental knowledge and perceived behavioral control on the employee green behavior of female employees of small and medium enterprises (SMEs) in Ensenada, Baja California. The study is characterized by having a quantitative approach, a non-experimental, exploratory design and a transverse temporal dimension. 240 questionnaires were applied to female employees of SMEs in Ensenada, Baja California. The data collected was analyzed using structural equation modeling based on the partial least squares technique. The results empirically reflect the following: environmental knowledge has a positive and statistically significant effect on perceived behavioral control and employee green behavior. Also, it was found that the perceived behavioral control variable had a positive and statistically significant effect on the employee green behavior of female employees of SMEs in Ensenada, Baja California. Lastly, it was found that environmental knowledge predicts perceived behavioral control which in turn predicts employee green behavior. In this sense, such findings allow us to consider environmental knowledge and perceived behavioral control as predictive variables of employee green behavior.

Impact of Green Human Resource Management on Employee Green Behavior: The Mediating Role of Green Attitude

This study’s main objective was to examine the impact of Green Human Resource Management (GHRM) on green behaviors through the green attitude of employees. A sample of 150 employees from a chosen information technology company in Sri Lanka was drawn to accomplish this objective. The data were collected using a structured survey questionnaire, and the survey instruments were validated. The SPSS process macro was used to produce the expected impact findings. Results showed that the GRHM impacts green behaviors through employees’ green attitudes, indicating a partial mediation. The study concluded that organizations must engage in GHRM practices to strengthen employees’ green behaviors in implementing environmental and sustainability strategies. Theoretical implications of the study’s findings include validating the resource-based view, social identity theory, attitude theory, and measurement instruments used for the impact of GHRM on green behavior through green attitudes. The findings revealed GHRM’s contribution to the environmental management literature, particularly by creating new knowledge of the predicted impacts in the information and communication technology industry in a developing country context. This study also provides limitations and future research directions.