Employee Green Behavior Research Articles

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.

IMPACT OF GREEN INTELLECTUAL CAPITAL ON ORGANIZATIONAL PERFORMANCE AND THE MEDIATING ROLE OF EMPLOYEE GREEN BEHAVIOUR: AN EMPIRICAL STUDY ON INDIAN ENERGY SECTOR

The study aims to examine how the dimensions of Green intellectual capital (GIC) are related to organizational performance (OP) with employee green behaviour (EGB) as a mediator. With the commonly discussed GIC components, the study considers green spiritual capital (GSpC) as another important dimension of GIC. Data was collected through a questionnaire survey from 169 organizational units operating in the energy-sector in India. Exploratory factor analysis supports the inclusion of GSpC in the construct of GIC. Confirmatory factor analysis validates the measurement model. Structural-equation-modeling using the Partial-Least-Squares method examined the hypothesized relations. Findings reveal that GIC dimensions have varying degrees of direct and indirect effects on OP through EGB. The study contributes to the existing literature by extending the understanding of GIC and its connection with EGB and OP using natural-resource-based theory and social cognitive theory. It highlights significant practical implications for improving a firm’s operational efficiency and financial success.

Employee Green Behavior as the Core of Environmentally Sustainable Organizations

Environmental sustainability has become an ethical and strategic imperative for organizations, and more and more employees are interested, encouraged, or instructed to act in environmentally sustainable ways. Consequently, organizational scholars have increasingly studied individual-level antecedents of employee pro-environmental or employee green behavior (EGB). We argue that, to advance this literature and to inform effective interventions, research should investigate how EGB, as a compound performance domain, is associated with antecedents and consequences at multiple levels (i.e., individual, team, work context, organization, society). Accordingly, we pursue three interrelated goals with this review. We first present a comprehensive review of research on EGB, including definitions, theoretical frameworks, methodological approaches, and empirical findings. Second, we develop an integrative conceptual model of EGB as the core of organizational environmental sustainability. Third, we conclude with recommendations for future theory development and methodological improvements, as well as practical implications for employees, leaders, and human resource management.

The Impact of Organizational Environmental Support on Organizational Sustainable Performance: The Mediating Role of Employee Green Behaviour in selected Commercial banks in Batticaloa Region of Sri Lanka

Sustainability is a major global concern and there has been increased pressure on organizations from the stakeholders to broaden the focus of business performance beyond financial performance. Companies should have a balance among financial, social and environmental performance in order to be competitive and survive in the long term. Committed employees are the key asset of every organization and organizations can engage employees in improving their sustainable performance. This paper aims to provide empirical evidence of the associations between organizational environmental support and organizational sustainable performance with the mediating role of employee green behaviour within the selected commercial banks in the Batticaloa Region of Sri Lanka. Data collection was made from 173 employees who are working in commercial banks in the Batticaloa Region of Sri Lanka. Univariate, bivariate, and multi-step mediation analyses have been used to analyze the data. The results indicate that there is a significant positive association between organizational environmental support, employee green behaviour and organizational sustainable performance. It is also concluded that employee green behaviour significantly mediates the relationship between organizational environmental support and organizational sustainable performance. The research concerns the understanding of various environmental support initiatives and sustainable performance from the viewpoint of employees in the banking sector at imparting employee green behaviour as one of the important factors to meet challenges relevant to environmental sustainability in the dynamic banking sector. This study contributes to the field by bringing together the concepts of employee green behaviour with organizational environmental support and organizational sustainable performance in the context of the Sri Lankan banking sector and suggests the banks provide resources and a supportive environment for the employees to implement eco-initiatives.
 Keywords: Employee Green Behaviour, Organizational Environmental Support, Organizational Sustainable Performance

Enhancing firms’ green innovation and sustainable performance through the mediating role of green product innovation and moderating role of employees’ green behavior

In today’s competitive world, the growing role of firms’ green innovation (GI) has caused organisations to respond to the demand for sustainable performance. Significantly, increasing environmental awareness has inevitably popularised GI approaches to maximise firms’ sustainable goals. GI receiving international significance has become the prime driver accelerating firms’ socio-ecological practices. Using the theoretical lens of resource-based theory, the study explores the impact of green process innovation, GI strategy and green action innovation on sustainable performance under the mediating role of green product innovation and moderating role of employee green behaviour. The data was collected from the 411 employees working in the Pakistani manufacturing sector. Structural equation modelling (SEM) and Partial Least Squares (PLS) regression were used for the proposed hypothesis testing. The employees’ green initiatives ensure the organisation’s sustainable performance through eco-friendly products. Employee green behaviour moderates between green product innovation and sustainable performance.

Appraising and reacting to voluntary green behavior at work: The effects of green motive attribution.

Starting from the perspective of social perception of voluntary employee green behavior (VEGB) and studies on the attribution of VEGB, we explore the phenomenon that employees can show different perceptions and behavioral responses to VEGB according to their attribution to VEGB. We served to examine the hypotheses. The results of a two-wave study show that when employees believe VEGB is motivated by instrumental concerns, VEGB is more likely to evoke a low level of warmth and competence, which produces less green advocacy. However, if employees believe VEGB is motivated by moral reasons, VEGB is more likely to prompt more warmth and competence perceptions and elicit greener advocacy from employees. In addition, theoretical and practical contributions are discussed.

Green inclusive leadership and employee green behaviors in the hotel industry: Does perceived green organizational support matter?

Building on theories of social exchange, social identity, social learning, and organizational support, this study examines the impact of green inclusive leadership (GIL) on employees’ green behaviors in the hotel industry. These behaviors were green innovative work behavior (GIWB), green service recovery performance, and green knowledge sharing behavior. Among the links proposed, perceived green organizational support (GOS) was employed as a mediating variable. Data in this study were collected from 436 hotel direct supervisors and employee dyads. Using structural equation modelling, the results suggest that GIL predicted GIWB, green service recovery performance, and green knowledge sharing behavior. Furthermore, perceived GOS was found to mediate the proposed relationships. Finally, implications for theory and practice are discussed in this study.

Analyzing the pro-environmental behavior of pharmaceutical employees through Green HRM practices: the mediating role of green commitment.

Since last few decades, preserving the natural environment has been considered an important issue. Almost every organization is paying attention to environmentalism worldwide. The successful green management in a firm depends on the employee's pro-environmental behavior. The purpose of this study is to examine the impact of green human resource management practices on employee's pro-environmental behavior. While considering the mediating role of green commitment. Both Green Human Resource Management Practices and pro-environmental behavior have been considered by various studies but determining green behavior through Green Human Resource Management practices was neglected before. Therefore, this study adopts a quantitative approach to fill the gap. Data has been collected from 279 employees through convenience sampling from the pharmaceutical industry of Pakistan. Structural equation modeling was used to analyze the developed constructs. The findings show that there is a direct and indirect effect of Green Human Resource Management practices on employee's pro-environmental behavior through green commitment. The study is unique in its implications. It provides practical and theoretical implications. This study not only bridges the gap highlighted in the literature by introducing Green Human Resource practices as antecedents toward green behavior but also contributes to the literature of organizational behavior, environmental studies, and human resource management and strengthen the AMO framework by using it to explain employee's green behavior through Green Human Resource Management practices.

Social entrepreneurs and employee green behavior: value systems and social context as moderators

Emerging evidence shows that employees can deliver and sabotage entrepreneurs’ environmental performance. Hence, exploring how entrepreneurs can influence employees to maintain and improve environmental performance with work and non-work factors is crucial for managerial and policy interventions. We contribute to the literature by examining the moderating effects of value systems (thus, the opposing bipolar dimensions of self-enhancement-self-transcendence and conservation - openness to change values) and social context on the relationship between Social Entrepreneurship Orientation (SEO) and employee green behavior. Using time-lagged matched data for entrepreneurs and employees (N = 420) from spa hotels in Ghana, our findings show that SEO positively relates to employee green behavior. While this finding is amplified by the moderators, social context recorded a marginal impact. Regardless, social entrepreneurs’ inclination toward the environment influences the corporate behavior of employees, and hotels can seize a favorable social context to enhance their bargaining power on environmental products.

The Role of Green HRM on Environmental Performance of Hotels: Mediating Effect of Green Self-Efficacy & Employee Green Behaviors

ABSTRACT Environmental issues have emerged to be a significant challenge for the organizations in twenty-first century and they are striving hard to reduce their environmental footprint. Considering the emerging environmental issues, the study investigates the role of green human resource management (GHRM) toward the environmental performance of hotels. Additionally, the study also focuses on the mediating effect of employees’ green self-efficacy and employee green behavior. The target population consisted of green and non-green hotel employees. Data was collected using a survey questionnaire from 600 employees (300 from green hotels and 300 from non-green hotels) and analyzed through SMART PLS. The findings show that green human resource practices lead to a higher hotel environmental performance. Additionally, motivated employees are highly efficacious then they get engaged in performing the green behavior, leading to enhanced hotel environmental performance. Based on the comparative analysis, this study proposes that HR of the hospitality sector should extensively focus on GHRM practices. The study offers the valuable insights regarding how the HR can boost the self-efficacy of the employees regarding their contribution toward environmental performance improvement.

How and when top management green commitment facilitates employees green behavior: a multilevel moderated mediation model

PurposeThe purpose of this paper is to argue that green hope (GH) and green organizational identification (GOI) play critical roles in transforming top management green commitment (TMGC) into desired employees task-related green behavior (TRGB) and voluntary workplace green behavior (VWGB) based on positive psychology.Design/methodology/approachThe authors test the multilevel moderated mediation model by analyzing data collected from 491 hospitality employees and their direct supervisors in 103 teams. At Time 1, the authors conducted a survey of 905 team members to provide demographic information and evaluate TMGC, as well as their own GOI. At Time 2, the authors sent a follow-up questionnaire to employees who participated Time 1, asking them to evaluate their GH in the workplace. At Time 3, the authors sent questionnaires to the leaders of the respondents of T2 survey and invited them to evaluate TRGB and VWGB in the workplace.FindingsThe results show that TMGC facilitates two types of employees’ behaviors toward both TRGB and VWGB by enhancing hospitality employees’ GH. As a team-level variable, GOI has a positive moderating effect on the association between TMGC and GH. The authors discuss the theoretical implications as well as practical implications for managers seeking to promote sustainability in their hospitality industry.Originality/valueThis is one of the first empirical studies to investigate the mediating effects of a positive psychology variable, namely, GH – and the moderating effects of GOI on the relationship between TMGC and employee green behavior (EGB).

The role of (in)congruence modes between supervisor prescriptive and descriptive norms on employee green behavior

Integrating the social norm perspective and regulatory focus theory, this research expands the current understanding of how and why (in)congruence modes between supervisor prescriptive and descriptive norms shape voluntary and required employee green behaviors (EGBs) through a regulatory focus process. It tests a proposed model with two independent studies: an experiment manipulating both supervisor prescriptive and descriptive norms of EGB (US tourism and hospitality employees in Study 1) and a field survey study measuring both supervisor-reported prescriptive and descriptive norms of EGB (Chinese hospitality employees in Study 2). Results reveal that the congruence/incongruence between supervisor prescriptive and descriptive norms of EGB has a positive relationship on voluntary/required EGB through employee promotion/prevention focus of EGB, respectively. This research provides more nuanced understandings into the psychological mechanism that explains how the self-regulatory focus of EGB mediates the interactive influences of supervisor prescriptive and descriptive norms of EGB on voluntary and required EGBs.

Going Green Together: Effects of Green Transformational Leadership on Employee Green Behaviour and Environmental Performance in the Saudi Food Industry

Over the last few decades, environmental impacts have been a major concern not only for policymakers but also for scholars and leaders of organisations. The leadership of organisations can drive the green behaviour of their employees, thus driving the overall green performance of enterprises. In this research, we examined the direct influence of green transformational leadership (GTFL) on the environmental performance of food organisations and the indirect influence via green behaviour of employees. More specifically, we have examined the mediating effect of employee green behaviour, whether task-related or pro-environmental behaviour, on the association between GTFL and environmental performance. For this purpose, we adopted a pre-tested research instrument for data collection from 1050 employees in different food enterprises across the Kingdom of Saudi Arabia (KSA). We have used Amos structural equation modeling (SEM) to examine the direct and indirect effects of GTFL. The results confirmed a positive significant influence of GTFL on both dimensions of green behaviour, i.e., task-related and pro-environmental behaviour, and on environmental performance. The results showed a partial mediating effect of task-related behaviour in the link between GTFL and environmental performance, whereas pro-environmental behaviour has a perfect mediation effect. The results highlight the dynamic role of pro-environmental behaviour in affecting the above link and send a crucial message to leaders in the food industry about prioritizing pro-environmental behaviour when selecting and recruiting new employees. Additionally, development programs should be conducted to enhance the pro-environmental behaviours among employees.