Search results

The purpose of this paper is to understand the influence of individual and organisational factors on pro-environmental behaviours of the employees at the workplace.

A model explaining pro-environmental behaviours at workplace has been proposed based on contemporary literature related to value-belief-norm (VBN) theory, corporate environmentalism framework and norm. A cross-sectional survey was carried out in 20 manufacturing organisations in India and 383 useful individual responses were collected. The proposed model has been tested with the help of structural regression analysis.

The results of the study show that both individual characteristics as well as organisational efforts influence employees’ pro-environmental behaviours. However, the effect varies as per the type of behaviour. Personal norm mediates the relationship between subjective social norm and two types of pro-environmental behaviours.

An individual faces subjective or objective constraints while exhibiting pro-environmental behaviours. The effect of subjective or the objective constraint needs to be explored in future studies.

To explain pro-environmental behaviours at workplace the authors tested VBN theory, as it was overlooked till date in management literature. It also contributes to the VBN literature by extending it to include organisational variables like corporate environmentalism and social psychological variable like social norm.

This study aims to examine the relationship between employees’ mindfulness and pro-environmental behaviour, along with the mediating role of self-transcendent values, at the workplace.

The study uses online data collected from 381 respondents employed in different industries across India. Confirmatory factor analysis was used to check the construct’s validity and reliability and Pearson correlation was used to examine the relationship between the variables. Moreover, the PROCESS macro of Hayes (2017) was used to examine the mediation.

Employees’ mindfulness was found to be positively associated with voluntary pro-environmental behaviour at the workplace, and the mediation analysis specifies that a self-transcendent value partially mediates this relationship.

This study tested and extends the S-ART model and Schwartz value theory in the context of employees’ pro-environment behaviours at the workplace.

The results could be encouraging and helpful for top management and organizational change champions in strategizing and effective implementation of mindfulness programmes that would encourage and enhance employees’ voluntary participation in environment-friendly activities at their workplace.

Despite the decisive role of employees in organisations’ environmental sustainability programmes’ success, the availability of scant literature has led researchers to call for more studies. The present study is timely and could be the first to examine the role of employees’ mindfulness and self-transcendent values in influencing employees’ engagement in environmental-friendly behaviours at the workplace.

Prior research in the human resources management fields focused primarily on one type of employees’ pro-environmental behaviors yet failed to empirically investigate interrelationships among the distinct dimensions of their pro-environmental behaviors. To build a deeper understanding of the psychological process in becoming an environmental activist in the workplace, this study aims to examine the interrelationships among frontline employees’ green autonomous motivation, green external motivation, environmental concern, self-efficacy and three types of pro-environmental behaviors (i.e. green idea generation behavior, green idea promotion behavior and green idea activist behavior).

With the survey method, the data were collected from frontline employees working at hospitality enterprises in South Korea. This study analyzed the collected data, including frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis and structural equation modeling.

The empirical results showed that autonomous motivation significantly influenced environmental concern, self-efficacy, green idea generation behavior and green idea promotion behavior. Also, external motivation significantly affected environmental concern, self-efficacy and green idea promotion behavior. Furthermore, environmental concern had significant influences on self-efficacy and green idea promotion behavior, and self-efficacy had significant effects on green idea generation behavior and green idea promotion behavior. Finally, green idea activist behavior was significantly influenced by green idea generation behavior and green idea promotion behavior only.

This study proposes managerial implications to hospitality organizations and public policymakers for maximizing the effectiveness and efficiency of their green initiatives via frontline employees’ green idea activist behavior.

Based on the empirical findings, this study proposes several theoretical and practical implications for the extant literature and the service industry in the context of frontline employees’ three types of pro-environmental behaviors from their working motivation.

The purpose of this paper is to develop a conceptual model based on an integrative approach to better understand voluntary pro-environmental behavior of employees.

The paper reviews theoretical approaches and uses an integrative perspective to develop a model to try to understand voluntary pro-environmental behavior in the workplace.

The authors developed a conceptual model of voluntary pro-environmental behavior of employees with four main variables: attitude, perceived behavioral control, personal norms and perceived corporate social responsibility. The authors also suggest that habit may have a moderating effect, which has been neglected in previous studies.

Recognition of the importance of voluntary pro-environmental behavior of employees could enable organizations to develop more strategies and polices that strengthen their formal corporate social responsibility programs.

Business owners and decision makers who are helping to promote voluntary behavior will contribute to institutions’ environmental performance, saving natural resources and promoting pro-environmental practices.

The proposed model will offer future studies a holistic understanding of the factors that predict voluntary pro-environmental behavior of employees and the extent to which this behavior depends on organizational motivators.

This paper aims to investigate the impact of situational factors and internal psychological states on employees’ decisions to perform voluntary pro-environmental behavior. This study used a model combining the theory of planned behavior, norm activation model and comprehensive action determination model. This stud also explored the moderating role of habit (HAB) on the relationship between intention and actual voluntary pro-environmental behavior.

Data were collected through three waves of time-lagged survey questionnaires from 519 employees of public organizations in Abu Dhabi, United Arab Emirates.

Employees’ perceptions of corporate social responsibility (CSR) had a significant impact on intention to perform voluntary pro-environmental behavior, as did all other variables except perceived behavioral control. HABs related to pro-environmental behavior enhanced the relationship between intention and actual behavior.

The main factors influencing employees’ voluntary pro-environmental behavioral intentions were perceived CSR, personal moral norms, organizational citizenship behaviors toward the environment and attitude. Public organization planners, managers and practitioners can use these findings to improve their organization’s environmental performance, leveraging nonmandated actions.

Employees can achieve a better work–life balance in organizations with flexible CSR policies and which sponsor social activities to improve public well-being and individuals’ life quality. Positive sense-making of corporate social activity helps employees develop social interactions with stakeholders, increasing their involvement in society and decreasing work stress.

This study sheds light on the factors influencing employees’ voluntary pro-environmental behavior. To the best of the authors’ knowledge, this is the first study of its kind to combine these three models to explain the variables affecting intent to perform voluntary pro-environmental behavior in the workplace.

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.

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.

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.

As the data were gathered amongst Polish employees, the proposed model may be applied in culture-specific conditions in Poland.

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.

In this chapter we argue for further research that examines the role of the individual in addressing environmental issues. We review current research that examines emotionality as it relates to issues of the natural environment and identify disparate findings in the literature. In order to integrate findings from environmental psychology and management we draw on the theories of issue ownership, and organizational identification as a frame with which to examine emotionality and pro-environmental behavior in organizations. In doing so, we put forward a conceptual model and testable propositions as a basis for future research.

This paper aims to fulfill the gap in existing knowledge of determinants of pro-environmental behavior (PEB) in the workplace and the influence of sustainability certificates on occupants’ PEBs in workplace settings.

A questionnaire survey with a total of 95 respondents from both certified and noncertified office buildings was conducted. Two independent sample comparisons were executed to understand the influence of sustainable building certificates on occupants’ environmental values, beliefs, awareness and PEBs.

Ecocentric value, belief and awareness were found as the predictors of pro-environmental workplace behavior. Certified office occupants showed higher awareness about buildings’ environmentally oriented characteristics. Despite higher awareness, certified office occupants revealed less PEB compared to those who work in noncertified office buildings.

This study determined the influencing factors on PEBs in workplaces and PEB differences between certified and noncertified building occupants. Less PEBs of occupants in certified offices signify the misperception of individuals about sustainable buildings and the need for more informative training about sustainability issues in the society. This result also draws academic attention to sustainable building evaluation practices and provides certain insights for more occupant integrated evaluation alternative for sustainable buildings.

The aim of this study was to identify and quantitatively assess the importance of psychosocial and organizational factors that influence employees' intentions to engage in pro-environmental behaviors at the workplace.

A questionnaire based on the theory of planned behavior was completed by 318 employees. To validate three suggested hypotheses, a series of path analysis models were constructed using AMOS software.

The theory of planned behavior explained 79 percent and 37.7 percent of variance in predicting intentions of employees to travel to work using alternative transportation and to make eco-suggestions directed toward the workplace, respectively. While organizational barriers did not play a significant role in predicting intentions to use alternative transportation, some organizational obstacles (opinion of colleagues, required paperwork) influenced workers' intention to make eco-suggestions.

This is one of the first articles in the field of pro-environmental workplace behaviors in which the theory of planned behavior is implemented in a systematic manner (qualitative exploration of beliefs followed by their quantitative evaluation). This article contributes to the existing literature by shedding light on the disproportionate influence of organizational and psychosocial factors on pro-environmental workplace behaviors.

The purpose of this paper is to elucidate the mediating mechanisms of the relationship between supervisor support and pro-environmental behavior. To this end, the quality of the dyadic exchanges between supervisor and subordinates was used.

Data were collected from two different samples. In order to test the present hypotheses hierarchical regression and bootstrapping analysis were conducted.

In congruence with the hypotheses, the results showed that leader-member exchange (LMX) served as a mediator in the relationship between supervisor support and pro-environmental behavior.

Data were drawn using a cross-sectional design. As a result, it is precarious to assess causality among the constructs. Furthermore, both studies collected data from a single source, namely employees, and this may inflate the present relationships due to common method bias.

To the best of author’s knowledge, no prior empirical study has examined the pivotal role of LMX in affecting employees’ pro-environmental behavior.