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1 – 10 of over 10000Khalid Farooq, Mohd Yusoff Yusliza, Zikri Muhammad, Muhamad Khalil Omar and Nik Hazimah Nik Mat
Successfully fostering employee ecological behaviors can reduce the environmental impacts of an organization while boosting performance. This paper aims to investigate the factors…
Abstract
Purpose
Successfully fostering employee ecological behaviors can reduce the environmental impacts of an organization while boosting performance. This paper aims to investigate the factors and organizational strategies for employees to engage in ecological behaviors.
Design/methodology/approach
The study uses a qualitative method. Academicians from four top-ranked research universities from Malaysia participated in semi-structured interviews.
Findings
The in-depth analysis of the interviews identified several factors (environmental attitude, feedback, green self-efficacy, leadership role, organizational culture and employee empowerment) and strategies (incentives; top management support; creating environmental knowledge and awareness; rules and regulations; and sustainability advocates) for promoting ecological behavior in the workplace.
Research limitations/implications
This study was limited to Malaysian public research universities. Future research could investigate additional variables that might influence employee ecological behavior. Implications include policymaking, which emphasizes boosting environmental factors among academicians.
Originality/value
Research studies on employee ecological behavior are minimal. This research contributes to the literature by discussing how different stimuli and strategies are used in the top four-ranked green universities of Malaysia for ecological behavior in the workplace.
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Juhari Noor Faezah, M.Y. Yusliza, T. Ramayah, Adriano Alves Teixeira and Abdur Rachman Alkaf
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green…
Abstract
Purpose
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed.
Design/methodology/approach
The paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions.
Findings
Corporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB.
Research limitations/implications
The academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions.
Originality/value
As far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.
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Adopting a positive organizational scholarship perspective, this paper aims to examine dynamic effects of ecological transcendence on ecological behavior.
Abstract
Purpose
Adopting a positive organizational scholarship perspective, this paper aims to examine dynamic effects of ecological transcendence on ecological behavior.
Design/methodology/approach
Based on 176 responses of employees from 46 organizations, the author found that both quadratic and cubic terms in the hierarchical regression equation were significant, evidence that ecological transcendence has an S-curve relationship with ecological behavior which suggests deficiency, goading and lulling effects.
Findings
The author finds a significant cubic term indicative of a signoidal relationship between ecological transcendence and ecological behavior.
Research limitations/implications
Implications for theory and practice are discussed. Given the growing interest in environmental sustainability, this study provides initial evidence of the dynamics of ecological behavior.
Practical implications
The study has implications for managing sustainability in organizations. Managers have empirical evidence of the dynamics which can serve as a basis for establishing mechanisms to goad growth and constraints to limit downturns.
Originality/value
The study is original in that it has not been published elsewhere except for presentation at a conference.
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Khalid Farooq and Mohd Yusoff Yusliza
This research offered a systematic and comprehensive literature review in analysing current studies on employee ecological behaviour (EEB) strategies and settings to determine…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Practical implications
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.
Originality/value
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.
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Juhari Noor Faezah, Mohd Yusoff Yusliza, Richa Chaudhary, T. Ramayah and Olawole Fawehinmi
This study aims to investigate the influence of green human resource management (Green HRM) on employee ecological behaviour (EEB) using the mediating role of green commitment.
Abstract
Purpose
This study aims to investigate the influence of green human resource management (Green HRM) on employee ecological behaviour (EEB) using the mediating role of green commitment.
Design/methodology/approach
Data were gathered using convenience sampling by surveying 308 academicians in five public research universities across Malaysia. Partial least squares structural equation modelling (PLS-SEM) tested the hypothesised model.
Findings
The results offered support for the hypotheses. Green HRM was related positively to EEB, and Green HRM influenced EEB indirectly via green commitment.
Practical implications
This study has significant implications for policymaking regarding higher education institutions that maintain an eco-friendly environment in Malaysia. The study offers guidelines to decision makers for enhancing EEB and environmental commitment in the workplace.
Originality/value
This study contributes to the current literature on green behaviour and Green HRM by examining these relationships and testing the mediation effect of green commitment from the developing economy of Malaysia. It also offers guidelines for policymakers and HR practitioners to promote environmental friendliness at work and create an environmentally friendly organisational culture.
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Rimsha Iqbal, Khurram Shahzad and Richa Chaudhary
Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and…
Abstract
Purpose
Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP).
Design/methodology/approach
Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique.
Findings
Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.
Originality/value
This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.
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Nhat Tan Pham, Charbel Jose Chiappetta Jabbour, Muhammad Usman, Moazzam Ali and Hoang-Long Phan
Drawing on the conservation of resources theory, this study aims to apply a mixed-method to enrich the literature by investigating interrelationships among training, environmental…
Abstract
Purpose
Drawing on the conservation of resources theory, this study aims to apply a mixed-method to enrich the literature by investigating interrelationships among training, environmental triggers (environmental knowledge, awareness and concern) and employees' intention to carry out environmental activities.
Design/methodology/approach
This research applied a mixed-method carried out in Vietnam. By using the time-lagged data, Study 1 (quantitative research) was employed to test hypotheses. With Study 2 (qualitative research), four in-depth interviews were conducted to gain insight into a few unexpected findings from Study 1.
Findings
Study 1 indicates that environmental training is critical to directly boost not only the three environmental triggers but also employees' intention to engage in environmental activities. The findings further point out that environmental concern and awareness mediate the relationship between environmental training and employees' intention to engage in environmental activities. Unexpectedly, connections from environmental concern and awareness to employees' intentions were not moderated by environmental knowledge. The findings of Study 2 shed light on the role of environmental knowledge.
Originality/value
Based on the conservation of resources and social exchange theories, the research contributes to the existing literature by providing a better understanding of how environmental training stimulates employees' intention to implement environmental activities. The findings may be helpful for managers to encourage employees to contribute to organizations' green objectives.
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Badar Latif, James Gaskin, Nuwan Gunarathne, Robert Sroufe, Arshian Sharif and Abdul Hanan
Debates regarding climate change risk perception (CCRP), particularly its scale and impact on social and environmental sustainability, have continued for decades. CCRP is…
Abstract
Purpose
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.
Design/methodology/approach
The nonprobability convenience sampling technique was used to collect survey data from a sample of 299 employees across 138 manufacturing firms in Pakistan.
Findings
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.
Practical implications
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.
Originality/value
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.
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Chetna Sachdeva and Tripti Singh
Despite the research conducted on transformational leadership has contributed to our understanding of its impact on non-green employee outcomes, there is still a lack of…
Abstract
Purpose
Despite the research conducted on transformational leadership has contributed to our understanding of its impact on non-green employee outcomes, there is still a lack of comprehension regarding the influence of environment-specific transformational leadership, also known as green transformational leadership (GTL), on employee green outcomes and the underlying mechanisms that drive this relationship. Thus, to address this gap, this study aims to examine the effects of GTL on pro-environmental behaviour (PEB) among employees working in three- to five-star hotels in India. The study also aims to investigate the potential mediating role of green human resource management (GHRM) and the moderating effect of environmental concern (EC) on the relationship between GHRM and PEB.
Design/methodology/approach
The study collected data from 181 employees working in various 3–5-star hotels operating in India. Structural equation modelling using Smart PLS-4 and SPSS PROCESS MACRO (Model 14) were used to test the hypotheses.
Findings
The results validated the significant positive impact of GTL on PEB. The findings suggest a significant mediating effect of GHRM in the GTL–PEB relationship, and EC negatively moderated the indirect effect of GTL on PEB through GHRM.
Practical implications
The findings suggest that GTL can have a positive impact on employee green outcomes in the hotel industry. The study provides useful insights for policymakers in the hospitality sector, specifically hotels.
Originality/value
To the best of the authors’ knowledge, this study is the first to examine the relationships between GTL, GHRM, EC and PEB using empirical data from hotels in India. The study contributes to the growing body of research on green leadership and employee green outcomes.
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Małgorzata Budzanowska-Drzewiecka and Marta Tutko
Environmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses on…
Abstract
Purpose
Environmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses on employee voluntary pro-environmental behaviours in Poland. It aims (1) to examine the scope of employee green behaviours in the private and public sphere and (2) to explore the relationship between individual motivation and pro-environmental behaviours.
Design/methodology/approach
Self-administered questionnaire was used for collecting data from 325 Polish employees. A structural equation modelling was applied to estimate the effects of individual motivation on pro-environmental behaviours in both private and public sphere. The psychometric properties of the Polish version of the Motivation Toward the Environment Scale based on self-determination theory were checked beforehand.
Findings
Polish employees mainly engage in private-sphere pro-environmental behaviours. The engagement of employees in green behaviours is driven by autonomous motivation. Intrinsic motivation is a more important driver in the case of private-sphere pro-environmental behaviours; integrated regulation in the public sphere. The relationship between controlled motivation and employee pro-environmental behaviours in both spheres is unclear.
Research limitations/implications
As the data were gathered amongst Polish employees, the proposed model may be applied in culture-specific conditions in Poland.
Originality/value
This paper explores the extent to which individual motivation may foster pro-environmental behaviour of employees. Moreover, it offers the validation of the Polish version of the Motivation Toward the Environment Scale.
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