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This study aims to investigate the role of environmentally specific authentic leadership (ESAL) and cognitive-affective path systems (team passion and goal clarity) in enhancing green creativity at the team level.

Data were collected from hotel employees through a structured questionnaire.

According to the investigation of 130 teams, ESAL influences team green creative behavior (TGCB), and this link was mediated by the team environmental goal clarity (TEGC). Furthermore, the study also finds a moderating role of team environmental harmonious passion (TEHP) between the hypothesized links. Based on these findings, the study discusses theoretical and practical implications.

Hospitality organizations looking to encourage teams to participate in TGCB as a whole should make sure that leaders are able to express their true selves. Further, leaders should focus on developing team members’ environmental passion and awareness of their TGCB.

To the best of the authors’ knowledge, this is the first study that summarizes the literature on ESAL, TEHP and TEGC in the new managerial framework of TGCB. The analysis also advances the creativity literature by further expanding green creativity research to the hotel/ tourism discipline and adding authentic leadership to the subtle body of predictors for green creativity at the team level.

Successful stimulation of employee engagement in pro-environmental behavior (PEB) at work can reduce organizational environmental footprint and boost its green performance. The aim of this paper is to investigate the individual factors that may promote such behavior at work, offering a complex model with mediating relationships not studied before.

In this paper data was collected through a survey of 331 bank employees from different banks in Kazakhstan and Ecuador. Structural equation modeling was used to test the relationships between the different constructs.

The results identified that environmental values and attitudes mediate the relationship between (1) personal environmental awareness and (2) environmental concern and employees' voluntary PEB at work. Harmonious environmental passion (HEP) mediates the relationship between environmental values and attitudes and employees' voluntary PEB at work.

This study presents important organizational policymaking implications with regard to organizational greening. The importance of environmental awareness is underlined, guiding managers to offer environmental education and training to the employees with the aim of improving environmental knowledge that may lead to employees' voluntary PEB at work. Also, managers should work on enhancing HEP.

Prior literature on this topic is still scarce. This research presents important contributions by discussing how individual antecedents may act as stimuli of employees' voluntary PEB at work in the context of the banking sector in two emerging countries that are often neglected by prior literature.

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).

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.

Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.

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.

The study aimed at identifying job insecurity during COVID-19 as a determinant of green entrepreneurial intentions under the mediating role of entrepreneurial passion. Further, moderated mediation model of environmental consciousness and environmental knowledge on the relationship between job insecurity during COVID-19 and green entrepreneurial intentions through entrepreneurial passion as a mediator is also measured.

The study employed Statistical Package for the Social Sciences (SPSS) and analysis of a moment structure (AMOS) to calculate the measurement and structure model. Data was collected from the twin cities of Pakistan (Islamabad and Rawalpindi). A total of 389 usable responses were included in the analyses.

Considering entrepreneurship as a process, the result shows a significant relationship between the study variables. Also, it is realized that entrepreneurial passion serves as an important mediator between job insecurity during COVID-19 and green entrepreneurial intention. Both entrepreneurial knowledge and environmental consciousness have an indirect conditional effect on the relationship between job insecurity during COVID-19 and green entrepreneurial intention with entrepreneurial passion as a mediator. The study tested a novel relationship between job insecurity during COVID-19 and entrepreneurial passion under the lens of contingency theory and entrepreneurial event theory.

The extreme necessity to choose an alternative to full-time jobs is entrepreneurial endeavors that can be explored by entrepreneurs. Policymakers can capitalize on this scenario by proposing entrepreneurial opportunities which are green as well. The term Green represents an environmental friendly business, which one can start in the context of COVID-19 when everyone is oriented to cleanliness, personal hygiene and environment friendly.

The study tested a novel relationship between job insecurity during COVID-19 and entrepreneurial passion under the lens of contingency theory and entrepreneurial event theory. It contributes to the present stock of knowledge and understanding of the subject by contextualizing the concept of green entrepreneurial intention.

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.

Although decades of research on transformational leadership have resulted in a firm understanding of its consequences, the impact of environmental-conscious transformational leader on positive employee outcomes and underlying mechanism in environmental leadership–outcome relationship is not well examined. This study aims to examine a moderated mediation model of effects of environmental consciousness (EC) on the mediating role of perceived corporate social responsibility (PCSR) in transformational leadership (ETFL) and pro-environmental behavior (PEB) relationship in energy-intensive industries.

In total, 320 self- reported questionnaires were collected from employees working in different Indian organizations across different sectors. All measures used in this survey were adopted from well-established scales. To minimize the effects of common method variance arising, the survey questionnaires were administered to the participants in two stages (with a gap of 14 days), with antecedents separated from outcomes. Partial least squares (PLS) structural equation modeling and SPSS-process macro were applied for testing the hypothesized model.

The results revealed that ETFL positively correlated with PEB. The hypothesized moderated mediation condition was supported as the results suggest that PCSR mediated the ETFL–PEB relationship, and EC moderated this mediating pathway; i.e. indirect effects of ETFL on employee PEB via PCSR were stronger for employees with high EC.

In particular, this research provides implications for training and development of leaders. The study indicates the importance of environmental-conscious leaders in enhancing perceived PCSR and PEB of employees. Likewise, the finding found that PCSR mediates the ETFL and PEB relationship. Moreover, the indirect effect of ETFL on PEB through PCSR moderated by EC highlights the importance of managing and ensuring effective leader–employee relationship that facilitates ecofriendly initiatives.

The study is based on the data collected from energy-intensive industries. Thus, it provides insights into the role and importance of green leadership and green behavior in energy industries. It is one of the few studies in the energy-intensive industry in India that help the researcher to delve into future research on the same.

This study aims to examine the organizational citizenship behaviors toward the environment among US-based faculty members, in social sciences, natural sciences, the humanities and engineering. Potential barriers that may stop academia from being more sustainable are examined but also the opportunities for academics to be involved in environmental sustainability are explored.

The authors followed a sequential explanatory mixed methods approach using online surveys (n = 633) followed by open-ended phone interviews (n = 28).

Results suggest that there are certain power dynamics that force young faculty members in anti-environmental behaviors, although they are cognizant of the negative impacts on the environment. Many faculty members engage in environmental-related actions outside their service requirements, but this is mostly the case for tenured faculty members.

The originality of this study lies in the fact that it explores environmental behaviors from an academic ranking perspective and expands on pertinent barriers to promote sustainable behaviors in academia.

Environmental performance (EnPerf) needs to be critically studied so organizations can understand enhancing it. The purpose of this study is mainly to examine and explain the influence of beliefs and values of the human resources regarding religiosity (REL) and workplace spirituality (WS) on shaping an environmentally friendly work culture comprising environmental ethics (EE) and environmental passion (EP), to enhance EnPerf.

A survey methodology was used, and 316 responses were collected from the employees working in industries on the top list of polluting the environment using purposive sampling. Structural equation modeling was deployed to test the hypotheses.

This research is conducted to identify specific relationships of variables with the environment. It was discovered that WS affected EP and EE, positively affecting EnPerf.

This study guides organizations and their management to adopt WS, EE and EP, as these all increase EnPerf in the organization.

Not much work has been conducted on the environmental culture based on REL and WS, using the ability-motivation-opportunity theory. This research analyzes employees’ intrinsic factors, such as REL and WS, to develop EP and EE. Thus helping to comprehend how they can use to enhance EnPerf, which is the current priority for the organizations.

Based on self-determination theory, the paper investigates the link between environmentally specific transformational leadership (ETFL) and subjective well-being (SWB) of employees working in an energy intensive industry. The paper also aims to examine pro-environmental behavior (PEB) as a mediator mechanism between ETFL and SWB relationship.

An empirical research design was used for the analysis. In total, 293 respondents working in different energy intensive Indian companies filled the questionnaire for the study. The data were analyzed using structural equation modeling SMART-PLS 3 software which is a graphical user interface for variance-based structural equation modeling using the partial least squares path modeling method. Two stages of analysis were conducted: the measurement model and the structural model.

The results indicate that (1) ETFL has a significant positive impact on PEB. (2) PEB is positively correlated to SWB. (3) ETFL has a significant impact on SWB. (4) The underlying mechanism process of ETFL and SWB relationship is explained by mediation of PEB.

Overall, the study insinuates that PEB act as underlying mechanism in environmental leadership and SWB of employees. The study further suggests that the management should promote green leaders for enhancing the overall SWB of the managements' employees especially in energy intensive sector. Doing so helps the managers to enhance managers' environmental conscious behavior for inducing SWB of employees.

The study contributes to novel findings in existing literature particularly to determine ETFL and PEB as predictors of SWB especially in energy intensive sector. The study also leads the ways for organizations by promoting green conscious leaders, which stimulates PEB among employees that ultimately contributes to SWB of employees. Furthermore, the research methodology can be used in other studies for variation of contextual variables such as size of the industry, developed or underdeveloped country and manufacturing or service industry.

The purpose of this study is to investigate the role of followership dimensions of active engagement (AE) and independent critical thinking (ICT) in leader green behavior (LGB), and how followers' pro-environmental behavior (FPEB) moderates between the proposed relationship.

The data was collected from 381 employees working in different small and medium enterprises (SMEs) of Pakistan, through a structured questionnaire with five points Likert scale. The proposed hypotheses were tested by using Smart-partial least square (PLS).V.3.

Results showed a significant positive impact of followership dimensions on LGB. Moreover, the findings of the study substantiated the moderating role of FPEB between the direct relationship of ICT and LGB, but no significant moderation of FPEB in case of the relationship between AE and LGB was observed.

This paper argues that organizational effective green leadership can be enhanced by followership dimensions of AE and ICT, and by participation of followers in pro-environmental behavior. This has been largely overlooked in the past studies.

The study attempted to empirically test the “Reversing the Lens” perspective by Shamir (2007) in the context of green human resource management (HRM). This study extends a distinct theoretical contribution to the social exchange theory (SET) by focusing on the fact that follower's role is equally as important as that of a leader in the effective leadership process.