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In researching into workplace pro-environmental behaviors, there is sparse evidence on self-construals with dimensions of organizational citizenship behavior for the environment (OCBE), particularly among university employees. To fill this gap, the purpose of the study is to investigate the associations of self-construals with eco-civic engagement, eco-helping and eco-initiatives among 256 (men = 139 and women = 117) employees of a University.

Through the use of cross-sectional survey method, data were collected to investigate theoretically deduced hypotheses. Hierarchical multiple regression was used to test the hypotheses.

Results showed that independent self-construal was positively associated with eco-civic engagement, β = 0.25, t = 2.55, p < 0.01, eco-helping, β = 0.42, t = 4.51, p < 0.01 and eco-initiatives, β = 0.36, t = 3.73, p < 0.01, whereas interdependent self-construal had significant positive relationship with eco-civic engagement only, β = 0.27, t = 2.73, p < 0.01.

Future research can manipulate self-construal and collect observational data on eco-civic engagement, eco-helping and eco-initiatives. The findings should be further developed using larger samples among other higher education institutions (HEIs).

This study provides a basis that self-construction can influence OCBE, particularly, focusing on independence can drive eco-civic engagement, eco-helping and eco-initiatives while focusing on interdependence can motivate eco-civic engagement. The findings may guide future development of workplace environmental sustainability programs and policies to aid university managers, practitioners, organizers and promoters of environmental sustainability on the university campuses.

The findings contribute to environmental sustainability literature in HEIs by providing information on the usefulness of self-construal types in motivating employee participation in OCBE.

The joint influence of personality traits, age and gender on environmental citizenship behavior (ECB) is relatively unknown among youth. Therefore, the purpose of this paper is to investigate the independent and joint influence of the Big Five traits, age and gender on the three dimensions of ECB of students in a Nigerian university community.

A quantitative cross-sectional survey was adopted to collect data from 290 students in a Nigerian university.

The findings show that personality traits of openness and agreeableness were more related with eco-initiatives and eco-helping. Likewise, traits of openness, conscientiousness, extraversion and agreeableness were more associated with eco-civic engagement. Age was also consistently associated with the three dimensions. The Big Five traits, age and gender also have joint influence on the dimensions of ECB.

This is a self-reported survey, which limits the ability to draw any firm conclusions regarding the causal relationship between the study variables. Future research needs to consider other methods suitable for establishing causal relationship.

The findings imply that knowing the associations of personality traits, age and gender with environmental actions can help organizers of environmental initiatives to target their recruitment messages toward youth who might be pre-disposed to taking environmental actions, and also consider alternative actions that might appeal to their counterparts.

The originality of this paper lies in combining personality traits, age and gender to gain a better understanding of the three dimensions of ECB in a student sample against monolithic approach of authors of previous studies.

The purpose of this paper is to extend the corporate social responsibility (CSR) literature by examining the influence of a firm’s external CSR activities (efforts directed toward external stakeholders of the firm) and internal CSR activities (efforts directed toward employees) on employees’ organizational citizenship behaviors toward the environment (OCBE) via organizational pride. The authors also examine the moderating role of perceived organizational support (POS) between CSR and organizational pride.

A total of 324 questionnaires were collected from the hospitality industry of Pakistan.

The results of this research revealed that dimensions of CSR (external and internal) have a positive influence on organizational pride. Also, organizational pride is found as an underlying mediating mechanism between the relationship of CSR and OCBE. The results also indicated that a higher level of POS strengthens the relationship between CSR and organizational pride.

The findings are limited to only hospitality industry. Organizations can enhance employees’ sense of pride through CSR activities, which subsequently enhance employees OCBE. The findings also suggested that organizational pride contains intrinsic motivation that can help employees to enhance their OCBE.

This research suggests that organizational pride and POS are important factors which influence the relationship between CSR and OCBE. Further, it also empirically tests this model in a developing country context.

This study aims to propose a research model that emphasizes the moderating influence of ethical leadership (ELS) and the link between socially responsible human resource management (SRHRM) and leaders’ eco-helping behavior (LEH) in the aviation industry.

The authors used a time-lag research design. Data were gathered from 397 respondents working for aviation companies in Vietnam and analyzed using SmartPLS 4.0.

The findings show that SRHRM has a beneficial effect on LEH through employees’ voluntary workplace green behavior (EVB). Based on social cognitive theory, this study developed a theoretical model of how SRHRM influences LEH through EVB. The authors discovered that SRHRM increased LEH and that EVB mediated this favorable relationship. Furthermore, the results demonstrate that ELS mitigates the indirect impact of SRHRM on LEH via EVB.

Future studies should assess constructs with numerous observations across time, with a larger sample size and in different industrial settings.

Volunteerism is one of the most important values in the aviation industry given that it is vulnerable to practices such as overbooking, delaying, postponing flights and pressure weather.

This study emphasized the impact of SRHRM and ELS on LEH while fulfilling their professional obligations. EVB may be best positioned to mediate the relationship between SRHRM and LEH.

Organizational citizenship behavior for the environment (OCBE) is vital for manufacturing firms' ability to improve their triple bottom line (TBL) performance. This study's objective was to examine the direct relationship between three OCBE key dimensions, i.e. eco-initiatives (EIs), eco-civic-initiatives and eco-helping (EH) and TBL performance, i.e. economic (ECOP), social (SOP) and environmental (ENP).

The quantitative design was used based on the positivist approach. A sample of 350 manufacturing firms was targeted using random probability sampling via a survey questionnaire. The data were analyzed through the structural equation modeling (SEM) technique employing AMOS 24 software.

Research findings confirmed a significant direct positive relationship between components of OCBE, i.e. EIs, eco-civic- initiatives and EH and TBL performance within ISO14001-certified Malaysian manufacturing firms.

This research presents vital implications for both managers and organizations. The findings revealed that the three OCBE key dimensions, i.e. (EIs, eco-civic-initiatives and EH) are essential for enhancing TBL performance (ECOP, SOP and ENP), respectively. Manufacturing firms should modify the traditional OCB toward pro-environmental OCBE to improve TBL performance.

This research focuses on the impact of OCBE key types, i.e. EIs, eco-civic-initiatives and EH on TBL performance (ECOP, ENP and SOP) dimensions among ISO14001-certified Malaysian manufacturing firms.

Transformational leadership has caught the significant attention of many academic scholars in the leadership domain. In recent studies, emphasis has been given on green transformational leaders who empower their subordinates, which, in turn, leads to employees’ discretionary behavior toward environmental management of the organization, which has been denoted as organizational environmental citizenship behavior. Organizational citizenship behavior has been strongly advocated as a means to improve the environmental performance of organizations. A green transformational leader encourages his subordinates to undertake activities that are beneficial to the organization’s environmental management, such as thinking about the sustainable development of the organization, solving environmental problems and contributing to the firm’s environmental performance. This study aims to investigate the domain of environmental leadership by examining the mechanism and conditions under which green transformational leaders induce organizational environmental citizenship behavior.

Information technology (IT) firms across four major cities in India were considered for the survey to examine the proposed hypotheses. Online questionnaires were shared with 1,286 employees working across seven branches of IT companies. A total of 378 respondents completed the survey, but only 293 questionnaires were suitable for further analysis using structural equation modeling.

The findings of the study show that green transformational leadership promotes green empowerment and organizational citizenship behaviors toward the environment (OCBE) among the employees. It also reveals that environmental passion plays a key role in promoting eco-initiative and eco-helping behavior among the employees when they are empowered for green practices. Also, the influence of resource commitment fosters eco-civic engagement among the employees.

Results hold strong implications for human resource managers on how green transformational leadership approaches can help trigger organizational citizenship behavior among employees. Also, understanding the impact of green empowerment on employees’ involvement in extra-role behavior will help organizations to develop strategies to strengthen their sense of empowerment toward green practices.

This study attempts to investigate the impact of green transformational leadership on employees’ OCBE and the mechanisms through and conditions under which green transformational leadership may impact the indicators of OCBE. The study proposes a mechanism and social and psychological conditions that can potentially explain the linkages between green transformational leadership and OCBE: green empowerment, resource commitment and environmental passion.

The issues regarding environmental behaviour in the hospitality sector are relatively underexplored, particularly in developing economies. To date, studies on corporate social responsibility (CSR) have reported a positive effect on the behaviour of employees generally. Inspite of the heightened interest in CSR and environmental behaviour, inquiry on this relationship is still deficient in a rigorous examination of potential boundary conditions. Therefore, this study examined the moderating influence of eco-lifestyle on the association between CSR and eco-citizenship behaviour (ECB) as well as its dimensions.

This study adopted a cross-sectional technique with a sample of 812 employees selected from luxury hotels via simple random sampling. A self-reported questionnaire was used to collect data from the hotel employees Descriptive statistics, Pearson’s correlation test and structural equation modelling were used to present findings.

The results of this study confirmed that CSR positively influences ECB upon controlling for education, job tenure, income and employee rank. Moreover, eco-lifestyle positively moderates the influence of CSR on ECB and each of its three domains. This study concluded that eco-lifestyle increases the positive impact of CSR on ECB.

Apparently, previous studies in this research area have often proffered an insufficient explanation on the conditions by which CSR positively influence employees’ environmental behaviour. This study considered this condition and examined the extent to which the association between CSR and ECB is moderated by the eco-lifestyle of employees in luxury hotels.

The aim of this study is to investigate how corporate social responsibility (CSR) contributes to organizational citizenship behavior for the environment (OCBE) among employees in hotel industry. Corporate green brand should be built not only from the provision of green products or services but also from green behavior among employees in their daily activities. This study also seeks the understanding of the moderating effects of corporate entrepreneurship (CE) and employees’ attachment styles on the relationship between CSR and OCBE.

The data for testing the study model were harvested from respondents in the hotel industry in Vietnam business context.

The research results unveiled the positive effect of CSR on OCBE and the roles of CE and employee attachment styles in moderating this effect.

Hospitality organizations should integrate CSR initiatives into their sustainable strategy to shape employee OCBE. Entrepreneurial values should also be cultivated among employees to drive them to further respond to CSR initiatives and engage in OCBE.

This study expands CSR and green research streams by identifying the effect of CSR on OCBE among hotel employees as well as moderation mechanisms of CE and employee attachment styles for such an effect.

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 chapter The Grass Is Greener Where You Water It! delves deeper into explicating Employee Green Behaviour (EGB), which outlines the eco-friendly behaviours practiced by employees. The section provides a more thorough explanation of EGB, including its origins, theoretical foundations, and practical applications in a social and physical environment to create environmentally conscious workplaces. The in-role and extra-role of EGB are discussed to strengthen its execution, and its significance considering the present ecological exigency. This chapter outlines the five-features-hierarchical framework for EGB: Sustainability Initiatives, Non-Harmful Action, Resource Conservation, Peer Influence, and Individual Commitment. The environmental history, ecosystems, and biodiversity and their interaction with humans from the ancient period to the present day are provided. The later unit explores organizational plans to encourage EGB, focussing on the role of HR policies, practices, and systems in nurturing the culture of sustainability within organizations. This chapter reviews current studies on EGB, emphasizing the role of employee engagement, transformational environmental leadership, and corporate culture in promoting green practices. It contributes to the academic literature by analyzing EGB, its relevance, and the effects it can have on organizations and society. It is a great tool for academics, government officials, and business heads to make workplaces environmentally friendly.