Search results

Growing environmental challenge awareness among consumers is today's business reality that pushes for sustainable product development. Governments, industries, and consumers' attention are significantly moved from traditional products to eco-friendly product development. Green product development is the future for manufacturing businesses' survival in most markets. Green product development is an emerging phenomenon and, unfortunately, lacks theoretical and empirical research regarding effective organizational policies and practices for green product development. This study aims at filling research gaps towards green product development by highlighting green employee aspects influenced by leadership for sustainable business growth. The study hypothesized relations between the green effect of transformational leadership on green product development as an outcome through green behaviour, green climate, and green innovative creativity. Data was collected from small and medium enterprises (SMEs) of Karachi through a self-administered survey questionnaire. Results revealed significant support for hypothesized relations through the partial least square statistical tool. This study contributes theoretical and empirical advancement in past literature wherein leadership style influences employee behaviour that leads to predict product development from an environmental perspective. Study inferences suggest for visionary green leadership style for sustainable business growth. Limitations of this study regarding other variable inclusiveness, sampling, and geography are potential extensions for further scholarly investigation.

Employees behaviour is an important factor need to be reviewed while considering the implementation of green practices in the organisations. Green employee behaviour is widely discussed area both in research and practice, as organisations look for more green practices and environment friendly approaches. This study aims to understand the association of green values, green attitude and green behaviour of information technology (IT) employees in India.

Data were collected from 334 employees who works in IT/ITES (Information Technology Enabled Services) organisations in India. For analysing the data, structural equation modelling was used.

The significant positive relationships were revealed in the associations of green values, green attitude and green behaviour. Green attitude found to be mediating the relationship between the green values and green behaviour. The study also explored the moderating roles of green culture and green HRM practices.

The study stands among the pioneers that discuss green perspectives of IT employees in an emerging economy context. The study can give remarkable inputs for organisations that try for environment friendly practices and its successful implementation.

The purpose of this study is to enrich the literature on employee relations with a new model focusing on the effect of institutional structure and that of employees’ organizational identification on the relationship between institutional structure in an organization and employees’ pro-environmental behaviors, which represents an alternative approach for understanding employees’ pro-environmental performance.

We collect multi-level and multi-source data from 52 four- or five-star hotels in China (N = 963). For data analysis, we adopt the approach of multilevel structural equation modeling.

The results suggest that organizations’ green institutional structure (G-structure) can significantly influence employees’ organizational identification, which in turn can increase their pro-environmental performance.

We propose a new multi-level theoretical perspective to explain employees’ pro-environmental behaviors. While prior studies on the issue mainly consider only the effects of such micro-level variables as ability, motivation and personality, we focus on the effect of organizational institution and its interaction with micro-level variables so that we can evaluate the effect a commonly-studied contextual variable, i.e. green institutions, on the behaviors. Moreover, in this new theoretical model, we also take into account the effect of another insufficiently-tested micro-level variable, i.e. employees’ identification, which has not been considered as frequently as other micro-level variables in studying employees’ pro-environmental performance. Our results highlight the importance of all these variables and suggest a valuable alternative model for more comprehensive research of employees’ green performance.

Identifying the best predictors of environmental citizenship behavior (ECB) has been a major concern of both researchers and educators aimed at protecting environmental quality and sustain person-environment transactions. This study aims to examine the unique contribution of personality traits and self-efficacy beliefs to the ECB of university youth in Sri Lanka.

Quantitative research approach used. The internet-based survey method was used to collect data from undergraduates studying at six state universities and two nonstate universities. The measurement items of five personality traits, ECB and academic self-efficacy were adopted on established scales from the literature.

Multiple regression results revealed that the personality traits of extraversion, agreeableness and openness to experience, as well as academic self-efficacy, are significant predictors of ECB. Extraversion, agreeableness, conscientiousness and openness to experience significantly influenced academic self-efficacy. Model 6 of the PROCESS macro results indicated that academic self-efficacy partially mediated the contribution of extraversion, agreeableness and openness to experience traits to ECB.

These findings have broad implications for interventions aimed at enhancing youth environmental behavior. Whereas personality traits represent stable individual characteristics that mostly derive from individual hereditary endowment.

The study showed a holistic approach in explaining ECB that combined both personality traits and self-efficacy beliefs, indicating that they are interrelated and should not be treated in isolation.

This 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.

This 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.

This 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.

Significant 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.

This 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.

The purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance (ERI) and emotional demands.

A quantitative study was conducted using data from 441 employees working in different organizations in the information technology sector in India. PROCESS macro with a bootstrap sample size of 5,000 was used for mediation analysis.

TSC demonstrated a significant negative relationship with emotional exhaustion. Results indicated the crucial role played by ERI and emotional demands in influencing the emotional exhaustion of employees with higher TSC.

This study adds substantially to our knowledge of the role of TSC in employee experiences of emotional exhaustion. Results suggest how employees’ ERI perceptions and experiences of emotional demands determine whether higher TSC would reduce experiences of exhaustion. This adds to the knowledge of positive outcomes of self-control while throwing some light on why the use of self-control does not always incur a psychological cost, as suggested by some studies. The findings suggest that self-control is an individual resource that has the ability to alleviate emotional exhaustion through its influence on employees‘ effort–reward perceptions and experiences of emotional demands.

This study aims to identify the causes of mental health issues faced by university librarians, to investigate the impact of mental health issues on the job performance of university librarians, and to know about the health activities to maintain mental and physical health.

The systematic literature review was applied as the research methodology. Forty-three research papers published in peer-reviewed journals were selected to conduct the study.

The findings of the study revealed that several factors including socio-economic conditions, work stress, stigma, constant fear, lack of self-efficacy, negative thinking, job security problems, strict organizational climate, poor human relations, lack of required job skills, chronic diseases and global pandemics cause mental problems in library professionals. Mental health issues have a negative impact on the job output of librarians. Different activities including emotional health training sessions, physical and mental exercises, social connections, membership of mental health centres, continuing professional development, and self-care training assist in the stability of the physical and mental fitness of librarians.

The study has a societal impact through the identification of different activities for maintaining mental health. It has offered theoretical implications for the investigators to further conduct studies in the area of mental health and librarians. It has also provided managerial implications for management bodies to take fruitful measures for the sound mental health of librarians so that they might carry out innovative library services.

We study ceremonial adoption of voluntary standards, where participants adopt the standard in principle but do not change their practices. Ceremonial adoption can benefit individual participants, who may be able to reap the benefits of association with the standard at lower cost, but it can be problematic for overall levels of adoption. We conceive of ceremonial adoption as an interaction between strategic incentives of participants and social ties to their audiences, such that not all participants are likely to ceremonially adopt. Our setting is the Leadership in Energy and Environmental Design (LEED) certification for sustainable construction. We study the conditions under which projects register for LEED certification, allowing them to claim affiliation with LEED, but then do not actually finish certification. While our data are correlational in nature, our results suggest that studying the competition for audience members (in our case, occupants) can provide greater understanding of certification behavior as well as overall levels of adoption. Our findings have implications for organizations that design and maintain voluntary standards and for organization theorists who wish to understand field-level change. Thus, we provide more evidence that strategy and organizational theory interact in important and often unexamined ways.

Debates regarding climate change risk perception (CCRP), particularly its scale and impact on social and environmental sustainability, have continued for decades. CCRP is experiencing a renaissance with an increased focus on environmentally relevant behaviors to mitigate the effects of climate change. However, CCRP lacks investigation from the employee perspective. Supported by the social exchange and value–belief–norm theories, this study aims to address the impact of employees’ CCRP on their proenvironmental behavior (PEB) via the moderating roles of environmental values and psychological contract breach.

The nonprobability convenience sampling technique was used to collect survey data from a sample of 299 employees across 138 manufacturing firms in Pakistan.

The results show that employees’ CCRP positively impacts their PEB and that this relationship is moderated by their environmental values and psychological contract breach. Specifically, environmental values strengthen the CCRP–PEB relationship, while psychological contract breach weakens it.

The findings of the study emphasize useful guidance for managers and practitioners as a future avenue to restructure the climate change framework by emphasizing the conditions (i.e. environmental values and psychological contract breach). In doing so, the study is beneficial for managers and practitioners in helping to increase employees’ PEB through the development of climate change action plans.

To the best of the authors’ knowledge, this study is one of the first investigations into CCRP–employees’ PEB nexus in the developing country context. The study incorporates social exchange and value–belief–norm theory, which serve as the CCRP’s theoretical underpinnings. The findings advance the new knowledge about a firm’s social responsibility to achieve the sustainable development goals outlined in the UN’s 2030 Agenda.