Employee Pro-environmental Behavior Research Articles

Employee pro-environmental proactive behavior: the influence of pro-environmental senior leader and organizational support, supervisor and co-worker support, and employee pro-environmental engagement

Employee pro-environmental proactive behavior: the influence of pro-environmental senior leader and organizational support, supervisor and co-worker support, and employee pro-environmental engagement

The (in)congruence effects of organizational green compensation and employee green conscientiousness on pro-environmental behavior: evidence from China.

In past decades, the Chinese government has enacted a series of ecological policies to encourage organizations, the pivotal institutional agents implementing national policies, and employees, the crucial micro-actors engaging in ecological construction, to bring about employee pro-environmental behavior (EPEB) which is the foundation to realize nation's ecological strategies. Yet, the effectiveness of a widely adopted organizational-level green management practice "organizational green compensation" (OGC) and a typical individual-level green personality trait "employee green conscientiousness" (EGC) have been explored alone, ignoring the prevalence of various OGC-EGC combinations and failing to clarify the potential influences of OGC-EGC (in)congruence on EPEB. Our research endeavors to address this limitation by resolving the following two problems: What are the (in)congruence effects of OGC and EGC on EPEB in the Chinese context? And what is the underlying mechanism? Study 1 surveyed EGC, OGC, and EPEB among 778 subordinate-supervisor dyads and sought to test two single effects and three sets of comparisons between and within the congruence and incongruence effects using the methodology of polynomial regression and response surface analysis. Study 2 measured EGC, OGC, employee environmental commitment (EEC), and EPEB among 713 subordinate-supervisor dyads and attempted to verify the mediating role of EEC employing the block variable approach. Study 1 found that OGC and EGC independently, positively promote EPEB (ß = 0.39, p < 0.001; ß = 0.24, p < 0.001), the OGC-EGC congruence relates to higher EPEB compared to the OGC-EGC incongruence (p11 = 3.77, 95% CI = [0.71, 23.04]; p10 = - 0.65, 95% CI = [- 25.80, 0.42]; [α3 -α4 +α5] = - 0.24, 95% CI = [- 0.41, - 0.07]), the EPEB level is higher when the OGC-EGC congruence is at a high rather than low level ([α1 +α2] = 0.51, 95% CI = [0.39, 0.62]), and the EPEB level under the high-low combination is lower than that under the low-high combination ([α1-α2] = - 0.20, 95% CI = [- 0.38, - 0.02]). Study 2 further confirmed that EEC plays a mediating role during the OGC-EGC-EPEB relationships (the indirect effect = 0.14, 95% CI = [0.08, 0.20]). This research substantiates the value of OGC-EGC (in)congruence to fully understand EPEB variations such that, EPEB will be boosted (hampered) when OGC is (in)congruent with EGC; a higher congruence between OGC and EGC leads to higher EPEB, the high-low combination of OGC and EGC results in lower EPEB compared to the low-high combination, and EEC plays a mediating role in the above relationships, offering the Chinese evidence and providing theoretical and practical implications for the optimization of the OGC-EGC combinations to strengthen EPEB.

Enhancing tourism and hospitality organizations’ ESG via transformational leadership and employee pro-environmental behavior: The effect of organizational culture

Existing literature on environmental, social, and corporate governance (ESG) primarily focuses on outcomes, neglecting strategies to enhance its predictors. Drawing upon the competing values framework (CVF) and self-determination theory (SDT), this study investigates the interactive impact of transformational leadership (TFL) and two types of external-focused organizational cultures (OCs) on employee pro-environmental behaviors (PEBs) and subsequently ESG performance in the context of tourism and hospitality industry. By employing a time-lagged field investigation involving 57 Chinese hospitality organizations, this multilevel study draws several findings. First, TFL promotes PEBs among hospitality employees, which in turn contributes to enhanced ESG performance. Second, the adoption of an adhocracy culture in hospitality organizations can further enhance the positive impact of TFL on employee PEBs. Finally, this study also reveals the serial mediating roles of intrinsic and extrinsic motivation, that is, psychological empowerment (PE) and perceived insider status (PIS), in the relationship between TFL and employee PEBs.

Linking green transformational leadership and employee pro-environmental behavior: The role of intention and work environment

There are number of research studies conducted on transformational leadership and its significance on non-green outcomes, therefore there is a need to explore the impact of green transformational leadership (GTL) on employees’ green behavioral outcomes. This study examines the mediating role of intention and the moderating effect of work environment (WE) on the relationship between GTL and PEB via intention. In this study 418 responses were collected from employees working in pharmaceutical sector operating in Pakistan. Comprehensive analysis was conducted using structural equation modeling in Smart PLS-3, and the SPSS PROCESS MACRO (Model 14) was utilized to validate the moderated mediation hypotheses.

Influence of corporate social responsibility, green practices and organizational politics on sustainable business performance: the importance of employee pro-environmental behavior

Influence of corporate social responsibility, green practices and organizational politics on sustainable business performance: the importance of employee pro-environmental behavior

Transformational Leadership and Sustainable Practices: How Leadership Style Shapes Employee Pro-Environmental Behavior

Organizations committed to sustainability and reducing their environmental footprint depend largely on the pro-environmental performance of their employees. This study investigates how environmentally specific transformational leadership (ESTL) shapes employee pro-environmental performance, as well as the mediating role of employee environmental awareness and the boundary condition of emotional exhaustion at work. Data were collected from 264 participants across three waves. The findings reveal that ESTL exerts a positive influence on employee environmental awareness, which in turn enhances pro-environmental performance. Additionally, the positive indirect effect of ESTL on pro-environmental performance through environmental awareness is moderated by emotional exhaustion, being stronger when the emotional exhaustion level is low. These findings highlight the critical role of leadership in fostering environmental sustainability within organizations and the importance of considering employee psychological well-being in the process. Our research contributes to the understanding of how specific leadership behaviors can drive pro-environmental actions in the workplace, offering practical implications for organizational leaders aiming to enhance environmental performance.

Greening the Workplace: Harnessing Human Resource Strategies for Employee Pro-environmental Behavior

Greening the Workplace: Harnessing Human Resource Strategies for Employee Pro-environmental Behavior

Green Human Resource Management and Employee Pro-Environmental Behavior: Environmental Knowledge Best Mediate or Moderate the Relationship?

Green Human Resource Management and Employee Pro-Environmental Behavior: Environmental Knowledge Best Mediate or Moderate the Relationship?

Systematic Literature Review: Antecedents that Influence an Employee's Pro-Environmental Behavior in the Workplace

This study aims to discuss the premise and consequences of environmental protection behavior in the service industry from 2003 to 2023. The main factors affecting environmental protection behavior include factors. external and internal factors of the individual. In particular, this study looks at demographic and psychological factors on the inner side of the individual. The main objective of this study was to review the literature (published research) on the impact, relationship and interplay on pro-environmental behavior of each factor variable. The identification of pro-environment determinants is useful for developing the most appropriate and effective policies to improve people's behavior in protecting the natural environment.

A study on the influence of environmental responsible leadership on employee pro-environmental behavior

As the public’s call for corporate green development grows, more and more companies are joining the green development team. Environmental responsible leadership, as a leadership style focused on the construction of enterprises, has attracted widespread attention from the corporate and academic communities. Meanwhile, the pro-environmental behavior of employees is the key link in the implementation of green policies in enterprises. To clarify the mechanism of environmental responsible leadership on employee pro-environmental behavior, a moderated mediation model was constructed. This model examined the mediating role of employment relationship atmosphere between environmental responsible leadership and employee pro-environmental behavior, and examined the moderating role of social distance on the relationship between environmental responsible leadership and employment relationship atmosphere. The employment relationship atmosphere focuses on the level of trust, respect, and cooperation between managers and employees. Within a good employment relationship atmosphere, employees find that environmental responsible leaders treat them positively, and according to social exchange theory, in order to give back to the leaders, employees will take the initiative to perform the behaviors expected by the leaders, such as employee pro-environmental behaviors. We conducted a study on employees of five enterprises in Shanxi Province, and analyzed the questionnaire data using SPSS and AMOS. The results showed that environmental responsible leadership has a significant positive effect on employee pro-environmental behavior; employment relationship atmosphere plays a mediating role between environmental responsible leadership and employee pro-environmental behavior; social distance plays a moderating role in the relationship between environmental responsible leadership and employment relationship atmosphere, that is, the closer the social distance, the stronger the impact of environmental responsible leadership on employment relationship atmosphere.

Activating employee pro-environmental behavior in the workplace: the effects of environmental self-identity and behavioral integrity

Activating employee pro-environmental behavior in the workplace: the effects of environmental self-identity and behavioral integrity

Hotels’ green leadership and employee pro-environmental behaviour, the role of value congruence and moral consciousness: evidence from symmetrical and asymmetrical approaches

The study uses person-organisation fit and norm activation theory to develop conceptual models to clarify the green leadership (GL) non-homogenous effect on employee pro-environmental behavior (PEB) in the hospitality industry. Two psychosocial antecedents, value congruence (VC) and moral consciousness (MC) were the mediators in elucidating the unexplained variations between GL and employees’ PEB outcomes. The models were tested using partial least square-structural equation modeling to explain the unidimensional effect and fuzzy-set qualitative comparative analysis (fsQCA) to clarify the diverse causal configurations sufficient to predict hotel workers’ PEB. The study collected data from managers and employees in the Ghanaian hotel industry. The study findings strengthen the interactive role MC plays in employee behavioral outcomes and confirm its importance in stimulating PEB among employees in the hospitality sector. Results from the fsQCA affirm that solely using unifinality approaches for GL and PEB studies may be inadequate to provide a complete understanding of a proposed model. With the unifinality analysis, MC constituted the only variable mediating the GL and PEB relationship. Under the fsQCA, VC and MC became sufficient conditions underpinning GL’s impact on employees’ PEB. The study concludes with a discussion of theoretical and practical implications.

Leadership styles and employee pro-environmental behavior in the tourism and hospitality industry: A cognitive-affective personality system perspective

Despite substantial attention given to employee pro-environmental behaviors (PEBs) in recent years, the role of leadership and the underlying mechanisms for employee PEBs remain unclear. By integrating regulatory focus theory, conservation of resources theory, and cognitive-affective personality system theory, we constructed a chain mediation pathway to reveal the effect of transformational and transactional leadership on employee PEBs via the distinct personality system of employees in the tourism and hospitality industry. Adopting a field investigation of 935 employees in Chinese hospitality corporations, we found that transformational leadership motivates subordinates to engage in PEBs by instilling a work promotion focus mindset, which later leads to a reduction in their emotional exhaustion. Transactional leadership, however, exerts a negative influence on PEBs by evoking subordinates’ work prevention focus, which increases employees’ emotional exhaustion. Theoretical and practical implications are discussed, along with the study’s limitations and future directions.

The Impact of Perceived CSR on Employees’ Pro-Environmental Behaviors: The Mediating Effects of Environmental Consciousness and Environmental Commitment

Employees’ pro-environmental behaviors contribute to environmental sustainability. Drawing on social exchange theory, this research extends corporate social responsibility (CSR) literature by investigating the positive effect of perceived CSR on employees’ pro-environmental behaviors and exploring the mediating mechanisms of environmental consciousness and environmental commitment between perceived CSR and employees’ pro-environmental behaviors. Survey data were collected from 301 employees working in the textile manufacturing industry of Pakistan. The findings of this study demonstrate a positive direct impact of perceived CSR on pro-environmental behaviors. Moreover, environmental consciousness and environmental commitment mediated this relationship. Taken together, this study indicates that perceived CSR has three paths to impact employee pro-environmental behavior: direct effect, indirect effect via environmental consciousness, and indirect effect via environmental commitment. The contributions of this study include supporting social exchange theory and presenting pioneering evidence of environmental consciousness and environmental commitment mediating processes between perceived CSR and pro-environmental behaviors. This paper provides directions for future research and suggests practical implications for organizations.

Green transformational leadership and employee pro-environmental behavior: The role of green thinking and green psychological climate

Climate change is one of the biggest challenges that the world currently faces. The generation of waste, carbon dioxide and large-scale consumption of natural resources by hotels, among others, are some of the significant contributors to climate change. Leaders and employees have a major role to play in the effectiveness of the sustainability initiatives of hotels. Therefore, it is important to understand the mechanism through which leadership can affect the green behavior of hotel employees. The purpose of this study is to examine the mediating role of green thinking (GTH) and green psychological climate (GPC) in the relationship between green transformational leadership (GTL) and employees’ pro-environmental behavior (PEB). To achieve this, the study first investigates the effect of GTL on hotel employees’ PEB. Second, it examines the mediating effects of GTH and GPC in the relationship between GTL and PEB. The study adopts a quantitative research approach, and a structured questionnaire is used to collect data from hotel employees in South African cities, who were selected via the convenience sampling method. The partial least squares structural equation modelling is used to test the hypotheses of the study. The findings reveal that GTL and PEB are significantly positively related. The mediating effects of GTH and GPC are significant. It is recommended that both management and employees should keep up to date with environmental information and implement policies and procedures to continually improve PEB.

Motivating servant process for employee organizational citizenship behavior towards the environment: A goal setting perspective of integrating person-organization fit model

By integrating goal setting theory and person-organization fit model (P–O Fit), this paper construct a moderated mediation model to verify the relationship between environmentally-specific servant leadership (ESSL) and employee organizational citizenship behavior towards the environment (OCBE) in China's new energy vehicle industry. A hierarchical regression analysis of two wave data from 356 superior-subordinate dyads indicates that both ESSL and person-organization fit (P–O Fit) are positively related to employee OCBE. Meanwhile, P–O Fit mediates the relationship between ESSL and employee OCBE. Furthermore, this direct and indirect effect is strengthened when team pro-environmental goal clarity (as a moderator) is higher versus lower. Our findings expand the driving mechanism of employee pro-environmental behavior at the micro level, and provide a new lens of how and when ESSL affect employee green practice. Implications and limitations are discussed.

Examining the Impact of Workplace Spirituality on Environmental Sustainability in the Context of the Indian MSMEs: The Mediating Role of Employee Pro-Environmental Behavior

Examining the Impact of Workplace Spirituality on Environmental Sustainability in the Context of the Indian MSMEs: The Mediating Role of Employee Pro-Environmental Behavior

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.

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.

Environmentally specific transformational leadership and pro-environmental behavior: an empirical analysis of energy sector

PurposeAlthough decades of research on transformational leadership have resulted in a firm understanding of its consequences, the impact of environmental-conscious transformational leader on positive employee outcomes and underlying mechanism in environmental leadership–outcome relationship is not well examined. This study aims to examine a moderated mediation model of effects of environmental consciousness (EC) on the mediating role of perceived corporate social responsibility (PCSR) in transformational leadership (ETFL) and pro-environmental behavior (PEB) relationship in energy-intensive industries.Design/methodology/approachIn total, 320 self- reported questionnaires were collected from employees working in different Indian organizations across different sectors. All measures used in this survey were adopted from well-established scales. To minimize the effects of common method variance arising, the survey questionnaires were administered to the participants in two stages (with a gap of 14 days), with antecedents separated from outcomes. Partial least squares (PLS) structural equation modeling and SPSS-process macro were applied for testing the hypothesized model.FindingsThe results revealed that ETFL positively correlated with PEB. The hypothesized moderated mediation condition was supported as the results suggest that PCSR mediated the ETFL–PEB relationship, and EC moderated this mediating pathway; i.e. indirect effects of ETFL on employee PEB via PCSR were stronger for employees with high EC.Practical implicationsIn particular, this research provides implications for training and development of leaders. The study indicates the importance of environmental-conscious leaders in enhancing perceived PCSR and PEB of employees. Likewise, the finding found that PCSR mediates the ETFL and PEB relationship. Moreover, the indirect effect of ETFL on PEB through PCSR moderated by EC highlights the importance of managing and ensuring effective leader–employee relationship that facilitates ecofriendly initiatives.Originality/valueThe study is based on the data collected from energy-intensive industries. Thus, it provides insights into the role and importance of green leadership and green behavior in energy industries. It is one of the few studies in the energy-intensive industry in India that help the researcher to delve into future research on the same.