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In this paper, the authors propose and empirically test an integrated model which investigates the relationship between POS-E (perceived organizational support for the environment) and employee outcomes, which are employee eco-initiatives (the first category of OCBE), employee psychological capital and alienation. Meaningful work as a mediator between POS-E and employee outcomes was also investigated.

The study utilized a survey method to empirically test the hypothesized relationships on a sample of 303 respondents. For testing, Confirmatory factor analysis for the proposed and alternative models, Structural Equation Modeling (SEM) based on software AMOS, version 20.0 was used. This was to ensure validity and construct distinctiveness among the variables in the study and to evaluate the fit of the hypothesized measurement model in comparison to several alternate models. To estimate the effects of meaningful work (as a mediator) on the association between POS-E and eco-initiatives, psychological capital and alienation, the authors administered Sobel test.

The present research augments the contemporary research on environmental sustainability and employee outcomes by further developing the emerging constructs of perceived organizational support of the environment (POS-E) and organized citizenship behavior toward the environment (OCBE), which is measured by eco-initiatives. The results imply that POS-E is positively associated with eco-initiatives and employee psychological capital and is negatively associated with alienation. The findings further suggest that meaningful work mediates the association between POS-E and all the outcome variables which are: employee-eco-initiatives, psychological capital and alienation.

The findings confirm the desired direction of research and accomplished the research objective of the study. As the consequences of POS-E imply immense value for all stakeholders, decision-makers must also reflect on the means of enhancing employees' understanding. Further, it is imperative, that the organization supports their environmental goals and values, and their green engagement.

Results of the present study exhibit wide practical inferences for the managers. HR managers need to organize the passion for green behavior and work on intrinsic drivers of employee green engagement to let it sustain over a period of time. As society gradually expects increased organizational contributions towards environmental sustainability, this paper indicates that those employees who get an opportunity to act in coordination with environmental objectives will engage in eco-initiatives, exhibit higher psychological capital, and be less likely to feel alienated. The results imply that leaders should examine a diversity of probable interventions to enhance POS-E in order to gain from the initial rise in perceived meaningful work, employee eco-initiatives, increased psychological capital and reduced alienation. These interventions may lead to higher passion for sustainability and green behavior.

Further, this work supports the work of Toffel and Schendler (2013), whose study states that organizations should market their environment and climate initiatives, climate activism, such that customers and suppliers appreciate their leadership, and understands what matters. This work supports the work of Turaga et al. (2010), whose study states that for pro-environment behavior, environment passion is an intrinsic behavior which is needed (see Afsar et al., 2016). The current study enhances the need to trigger employee's sense of pro-environment passion at work place for significant results.

This is a pioneer study, in India which confirms and extends the construct of POS-E using Social Exchange theory as an underpinning theory. We found that POS-E was linked with previously untested employee consequences, like employee eco-initiatives and psychological capital and that it was negatively associated with alienation. Our study confirmed mediator variable to be meaningful work in the relationship between POS-E and psychological capital, alienation and eco-initiatives

We studied two eco-entrepreneurial companies to determine whether they had an internal focus on environmental protection. To answer this question, we surveyed employees to understand their predisposition toward the natural environment as well as their willingness to propose eco-initiatives aimed at improving the company's environmental performance and/or reducing its environmental impacts. We report our findings for these two case studies, and using our small sample of employee data, develop a conceptual model for the eco-entrepreneurial context. We suggest future research.

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 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.

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.

Is eco-entrepreneurship (the provision of new products, processes, services with environmental benefits) different from standard entrepreneurship, where the emphasis is on the provision of private goods, processes, and services? In some sense, it must be because of the nature of the public goods outcome. There will be measurement and enforcement problems in eco-entrepreneurship that exceed those found for more standard new ventures. It is for these reasons government is normally associated with the provision of public goods. At the same time, however, society is increasingly turning to private individuals to respond to growing demands for environmental improvement. Private entrepreneurs are seen as reacting more quickly, more completely, and more precisely to environmental concerns. New technology, on which many environmental benefits are linked, typically requires private entrepreneurs to engage in discovery, development, and delivery. Business plans are prepared and presented to venture capitalists and other investors seeking to capture the private returns from these new ventures that also provide critical public goods. Yet, eco-entrepreneurship is not well understood regarding its motives, returns, products, services, organization, and property rights.

Organizations worldwide are integrating sustainability into their operations to reduce the damage they do to the environment and to earn a better reputation in society. Scholars have acknowledged the role of environmental transformational leadership (ETL) in creating pro-environmental behaviors (PEBs). The manufacturing sector has shown interest in accepting an environmental management system (EMS) and fostering a mechanism for what is called perceived support organizational support for the environment (POSE). Voluntary PEBs taking the form of organizational citizenship behavior toward the environment (OCBE) increasingly interests researchers because it is important for the success of the EMS in the manufacturing sector. This study aims to investigate the mediating role of the EMS and POSE in the relationship between ETL and OCBE within ISO14001-certified Malaysian manufacturing firms.

A quantitative design was used based on a positivist approach. The data of 216 manufacturing firms were targeted using random probability sampling via a survey questionnaire. Later, the data were analyzed through the structural equation modeling (SEM) method using the SmartPLS 3.3.3 software.

Research findings confirmed a significant direct positive relationship between ETL and OCBE. Also, they confirmed the mediating role of the EMS and POSE in the relationship between ETL and OCBE among ISO14001-certified Malaysian manufacturing firms.

This research has vital ramifications for both managers and organizations. Manufacturing firms should modify the traditional OCB towards pro-environmental OCBE using key antecedents, e.g. ETL, EMS and POSE.

The study analyzed the impact of ETL on OCBE through the mediating role of PSOE and the EMS. Here the focus is on the impact of OCBE key antecedents, i.e. ETL, EMS and POSE in predicting OCBE among ISO14001-certified Malaysian manufacturing firms.

The study reviews the recent conceptualizations and theorizing of green human resource management (GHRM) and explores GHRM's interconnections with the sustainability literature. The research findings have implications affecting GHRM measurement and design of future studies in the sparsely investigated human resource management (HRM)-environment-sustainability-responsibility spectrum.

The study uses a narrative style based on a review of quantitative field evidence from 38 recent empirical papers to provide an analytical framework on how the GHRM research agenda has broadened to include aspects of corporate sustainability (CS) and corporate social responsibility (CSR).

The study finds support from the literature on the impact of environment-related HR initiatives on building long-term capabilities and enhancing firm-specific social outcomes. Further, the study finds that different perspectives used in the conceptualization of GHRM reveal GHRM's differential impact on organization and environmental sustainability underlying GHRM's growing recognition as an important tool for organizations to demonstrate their commitment to being a responsible stakeholder of the socio-economic system.

GHRM scholars would find the review useful as the review provides a detailed explanation of how GHRM problems are defined and measured. The understanding of the process of conceptualization has been identified as a research gap in previous reviews; thus, one of the aims of this paper is to aid further knowledge development by understanding how research has progressed previously. The other benefit of the review is that management practitioners would find the insights useful to align HRM initiatives with organization CS/CSR objectives.

Previous work on employee-driven innovation (EDI) has demonstrated the benefits of employees’ proactive behavior in achieving success with innovations. The purpose of this paper is to employ the concept of personal initiative to investigate the underestimated role of employees’ agency in complex processes of innovation, showing the impact of personal initiative on employees’ innovation success.

Based on two embedded cases of environmental bottom-up innovation at a large manufacturing company, this study examines employees’ behavior in generating, championing and realizing such initiatives.

This paper provides insights into how employees succeeded, through taking initiative in generating, championing and realizing environmental initiatives despite facing high complexity, and resource constraints. Without being prompted from the top down, employees started these initiatives themselves and showed phase-specific behavior in overcoming the various challenges. Thus, self-starting behavior was found dominant in generating ideas, whereas proactive and persistent forms of behavior were found to be prevalent in championing and rolling out the initiatives.

Current understandings of EDI highlight the importance of developing employees’ potential capabilities and organizational-level guidance. Using an active performance perspective, this study emphasizes the importance of employees’ agency in ensuring EDI success, even when conditions are not conducive to their doing so.

The environmental sustainability of manufacturing firms may begin with employees' green initiatives. Consequently, there is a need to examine how green human resource management (GHRM) promotes green creativity among manufacturing employees. This study aims to ascertain whether manufacturing employees' environmental-felt responsibility (EFR) and work engagement with eco-initiatives (WEEI) serve as a serial mediation mechanism for the relationship between GHRM and green creativity. Further, the quality of green communication (QGC) moderated the link of GHRM with EFR and WEEI.

The data were garnered from 408 managers in Pakistani manufacturing firms and analysed using partial least squares structural equation modelling.

The findings revealed a significant and positive association of GHRM with green creativity, EFR and WEEI. Similarly, EFR and WEEI demonstrated significant and positive relationships with green creativity. Furthermore, EFR and WEEI mediated the relationship between GHRM and green creativity. Moreover, this relationship was also serially mediated by EFR and WEEI. Additionally, QGC moderated the relationship of GHRM with EFR and WEEI.

Anchored on the self-determination theory integrated with a resource-based view, this study provides novel empirical evidence by investigating the mechanisms and boundary conditions between GHRM and green creativity nexus.