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Switching to green energy is a crucial step in achieving carbon neutrality. This study aims to explore what motivates people to use green energy and how much more people are willing to pay for green energy.

Grounded on the value–attitude–intention hierarchy, this study proposes that environmental consciousness as a human value influences attitudes including attitude toward environmental issues and attitude toward ecosocial benefits while attitudes, information and knowledge about green energy and quality and price of green energy influence people’s intention to use green energy. Data were collected from 342 Chinese adults.

Results showed that environmental consciousness significantly and positively influenced attitudes while attitude toward environmental issues had the greatest effect on people’s intention to use green energy, followed by quality and price of green energy. About 44% respondents were willing to pay 2.5% to <5% more money for green energy.

This study extended the use of value–attitude–intention hierarchy to investigate what motivates people to use green energy. Specifically, this study demonstrated that quality and price, and knowledge and information also significantly shaped people’s intention to use green energy significantly.

This study explores the impact of difficult coworkers on employees' turnover intention. Additionally, this study investigates the roles of employees' attitude toward difficult coworkers, perceived organizational support and affective commitment in the relationship between difficult coworkers and turnover intention.

Based on the stimulus-organism-response theory, a theoretical model was established that linked difficult coworkers to employees' attitude toward the, then to turnover intention directly and indirectly through perceived organizational support and affective commitment. The model was validated using responses from 343 Chinese employees in Macao's banking industry.

Results of the partial least squares-structural equation modeling (PLS-SEM) showed that difficult coworkers significantly influenced employees' attitude toward them. Employees' attitude toward difficult coworkers had a small and significant effect on turnover intention while perceived organizational support and affective commitment mediated the relationship between attitude toward difficult coworkers and turnover intention.

The study is the first empirical study to employ the stimulus-organism-response theory to characterize the impact of difficult coworkers on turnover intention. Fortunately, perceived organizational support and affective commitment were able to lessen the impact of difficult coworkers on turnover intention.