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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 study was to determine how environmentally specific transformational leadership (ETFL), green training (GT) and psychological green climate (PGC) affect environmental passion (EP) of employees which leads to pro-environmental behaviors (PEBs).

The context of the study was set in textile industry of Pakistan which holds a promising future in the international markets as an emerging export-based industry. Using purposive sampling technique, cross-sectional self-report data were collected from the employees of textile exporting firms (n = 239) of Pakistan. Hypotheses were tested using PLS-SEM.

The findings revealed that ETFL and PGC act as important predictors of EP, whereas GT plays no role in influencing EP. EP predicts green behavioral intention (GBI) of employees, in turn, GBI predicts employees' PEBs. Further, mediation analyses revealed that EP and GBI sequentially mediated the link between PGC and PEBs.

The present study is not free from its limitations. First, the study adopted cross-sectional design that prevents the causal inferences which the researcher can make from the population. Second, the present study adopted purposive sampling technique which is a non-probability sampling technique. Third, the constructs of this study were assessed with self-report measures which are associated with social desirability bias (Podsakoff and Organ, 1986) or common-method variance (Podsakoff et al., 2003). Hence, this research suggests on the future direction of research based on these limitations.

As per the results of this study, it is also suggested that managers may focus more on the overall organizational and psychological climate rather than on leadership styles alone. While conducting training, the leaders must pay close attention to training objectives to ensure that they do not lead to counterproductive behaviors.

This research adds to the literature in the area of PEBs at micro-level by focusing on how and why employees engage in PEBs.

The impact of mankind on the environment and the usage of natural resources might be influenced by spirituality, through the consciousness of creating an improved moral sense regarding the consequences of human activities and the necessity to alter these to achieve sustainable development. However, the spiritual element in the form of ecospirituality (ES) has not been sufficiently considered in pro-environmental studies as it relates to the influence of green training (GT) on voluntary workplace green behaviour (VWGB) in the construction sector. This study aims to determine the effect of GT on VWGB and the mediating effect of ES on the relationship between GT and VWGB on construction projects.

This study’s data were gathered through a questionnaire survey of construction site managers and project managers by adopting the probability sampling method. 249 appropriately completed questionnaires were returned. The data obtained were analysed by means of the partial least squares structural equation modelling technique (PLS-SEM).

The outcomes of the study show that GT has a significant positive impact on VWGB, while ES has a significant mediating effect on the relationship between GT and VWGB, both supporting the study’s hypotheses.

These findings point to the fact that the hitherto conflicting results reported in earlier studies on the GT–VWGB relationship can be attributed to the lack of consideration given to ES. Hence, special attention should be given to ES.

This research presents actions to enhance the transformation of GT into VWGB by giving due consideration to ES, which was not taken into account in previous studies.

The global automobile industry is striving towards a sustainable future. Emerging countries including India are gearing up for the revolution. Considering the key role of customer acceptance in the success of any technological shift, the study endeavors to ascertain the catalysts accelerating the adoption of Electric Two-Wheelers (E2W) in India by leveraging an extended Unified Theory of Acceptance and Use of Technology-2 model. The same would assist Electric Vehicle (EV) stakeholders in directing their efforts toward pivotal aspects having the potential to significantly bolster E2W penetration.

Data was collected using convenience sampling technique from 1,254 electric two-wheeler owners across four Indian states and analyzed using Structural Equation Modelling.

Performance Expectancy, Price Value and Hedonic Motivation have a significant influence on purchase intention leading to actual buying behavior. Effort Expectancy, Social Influence, habit value and facilitating conditions were insignificant. Pro-Environmental Approach and Government Support significantly impact adoption intention and behavior respectively in addition to model predictors thus supporting the study’s novelty. Purchase intention proved to influence Actual Buying Behavior. Synergized efforts of EV stakeholders towards performance innovation, cost-effectiveness, improved infrastructure and information diffusion on sustainability and user-friendliness could aid in achieving transition to green mobility.

The study predominantly intends to address the intention–behavior gap related to electric two-wheelers in India. Also, two additional constructs, government support and pro-environmental approach, were incorporated resulting in a novel research framework that aims to test their nuanced ability to impact the model predictors.

Employees as citizens and companies as part of our society have to deal with the implications of grand challenges such as the global climate change or the COVID-19 pandemic in this turbulent twenty-first century. Internal versus external Corporate Social Responsibility (CSR) acquires an integrative element of sustainable business strategies. Human Resource Management (HRM) contributes by defining modern internal Workplace CSR concepts for supporting sustainable business strategies. The focus of the sustainable HRM strategy is the employees as the key asset of companies, applying especially to those who are particularly talented as future leadership successors and CSR ambassadors. On the basis of the current Green HRM and Workplace CSR review, theoretical and practical implications are concluded to foster Workplace CSR strategy as part of a modern working culture and an integrative HRM frame. The COVID-19 pandemic as an accelerator of Green and social transformation is also discussed in the context of this sustainable HRM framework.

Based on the Natural resource-based view (NRBV), this study aims to analyze the association between the Sustainable Development Goals related to Gender Equality, Decent Work, Innovation, and Climatic Action in the Food Industry.

A quantitative study is adopted based on the 2019 World Bank Enterprise Survey microdata. The database includes 1,242 food enterprises from 16 European Union countries. We applied logistic regression with cluster robust standard errors.

Despite global efforts to promote decent work and gender equity, the anticipated results have not yet been achieved, suggesting varying performance in different contexts. Food firms, characterized by significant environmental impacts and seasonal tasks, employ diverse Human Resource Management (HRM) strategies based on whether they pursue innovation or environmental objectives. Grounded in the NRBV, our findings underscore the importance of investing in qualified workers and offering attractive wages to meet environmental goals, as well as providing stable contracts for female workers. The NRBV framework also highlights the crucial role of product and process innovations, whether green or not, in achieving climate action objectives.

European policies must be adapted to the human resources characteristics in the food industry, providing specific training on environmental and innovation issues and contributing to more work stability and gender equality.

Our study applies the NRBV to analyze how human resources and product/process innovations can boost environmental preservation in an industry characterized by strong environmental impacts, seasonal tasks, and financial constraints.

This study aims to conduct a comprehensive assessment of the existing literature on green human resource management (GHRM) and its correlation with environmental performance (EP) and energy saving behavior (ESB) by using the PRISMA methodology.

A thorough examination was undertaken involving a total of 25 articles which included a diverse range of years and geographic areas.

The findings suggest a growing emphasis on the intersection of GHRM, EP and ESB, supported by a substantial increase in research in recent times. The literature in question was mostly contributed by Malaysia, Pakistan, Canada and Thailand. Majority of research endeavors were carried out within the context of manufacturing companies. The studies under scrutiny mostly used quantitative research methodologies and often applied the resource-based view (RBV) and theory of planned behavior (TPB) frameworks to investigate the relationships between GHRM, ESB and EP. In addition, structural equation modeling (SEM) has garnered significant attention as a commonly used analytical methodology. This analysis emphasizes the growing importance of GHRM strategies such as green recruiting, green performance management and green remuneration, in fostering sustainable organizational results.

This work offers significant contributions to the existing body of research in this particular sector; shedding light on its present condition and pinpointing prospective avenues for future inquiries.

This chapter aims to contribute to the literature on sustainability in the public sector by discussing how human resource and human resource management can help to integrate environmental management into organizations and improve environmental performance. Public sector scholars have neglected the study of Green Human Resource Management (GHRM) until now. Nevertheless, implementing such practices could lead to positive outcomes regarding awareness of environmental issues, organizational reputation and attractiveness, job satisfaction and organizational performance. The authors discuss the relevance and the necessity of developing a field of research on GHRM in public organizations. Starting from a conceptual review of the main literature on GHRM, this chapter provided some directions for future research.

This paper aims to analyze the impact of green people management (GPM) practices on the development of organizational competencies for sustainability in Brazilian publicly traded companies.

To validate the proposed model and hypotheses, a quantitative-descriptive methodological strategy was adopted, empirically investigated through a survey with publicly traded companies listed on B3 S.A. (Brazil, Stock and Exchange). The collected data were analyzed using exploratory factor analysis and multiple linear regression.

The results indicate that green ability has a positive impact on the development of strategic and systemic competence for sustainability. Green motivation has a negative impact on the development of systemic and economic competencies for sustainability. Green opportunity positively impacts the development of strategic, systemic and economic competencies for sustainability.

In terms of academic contributions, this study allowed for an empirical and comprehensive evaluation of variables related to GPM practices and their impact on the development of organizational competencies for sustainability, in line with the research agenda of the management field, focusing on outcomes for individuals (employees) and organizations.

The identification and possible implementation of certain GPM practices as a way to boost recruitment, selection, evaluation, rewards, recognition and involvement of individuals with green values and objectives, minimizing environmental and societal impacts, represent the main managerial and social contribution.