This study develops a research model that elaborates the mechanism through which responsible leadership influences employee's proenvironmental behavior. Little is known, however, about the mechanisms through which this type of leadership affects proenvironmental behavior, and the conditions under which any such effects are enhanced or attenuated. The present research sought to fill this gap by examining a dual process model in which organizational commitment and green shared vision served as two explanatory mechanisms in the impact of responsible leadership on employee's proenvironmental behavior. Furthermore, we differentiated these two mechanisms by proposing employee's internal environmental locus of control as a moderator. Based on multilevel data collected from 329 employees and 88 supervisors in Pakistan, green shared vision mediated the effect of responsible leadership on proenvironmental behavior, and this indirect effect was stronger for employees with high internal environmental locus of control. However, the indirect relation between responsible leadership and proenvironmental behavior via organizational commitment did not occur. Results also supported that internal environmental locus of control moderated the indirect effect of responsible leadership on employee's proenvironmental behavior through organizational commitment, such that the indirect effect was significantly positive when internal environmental locus of control was high but nonsignificant when internal environmental locus of control was low.These findings provided valuable contribution to responsible leadership and employee's proenvironmental behavior, by exploring the relationships between them.Practical implications and directions for future research are also discussed. KEYWORDS environmental locus of control, green behavior, green shared vision, organizational commitment, proenvironmental behavior, responsible leadership 1 | INTRODUCTION Environmental challenges create significant pressure on organizations to become more environmentally sustainable (Park, Choi, & Kim, 2012). A growing number of organizations have begun to adopt the green policies and practices to enhance economic benefits and better environmental performance (Ardito & Dangelico, 2018). Yet the environmental performance of organizations not only depends upon rigid

Interest in individual‐level outcomes of corporate social responsibility (CSR) is gaining momentum in academic and managerial circles. This study investigated whether employees attributed different motives to CSR efforts and if these motives influenced employee's extra‐role behaviors (proactivity, knowledge sharing, creativity, and adaptivity). We also tested the moderating role of interpersonal trust and ethical corporate identity on the link between CSR attributions and employee's extra‐role behaviors. Data were collected from 360 employees and 117 supervisors from the hotel industry of Pakistan. Using hierarchical regression analyses, results show that CSR attributions affected employee's extra‐role behaviors. Moreover, interpersonal trust and ethical corporate identity were found to moderate the relationship between CSR attributions and extra‐role behaviors. Directions for future research and implications for practice are discussed.

Despite the clear importance of perceived corporate social responsibility for employee's innovative work behavior, how and when perceived corporate social responsibility fosters said behavior is not very well understood. Research at the individual level of corporate social responsibility has been growing rapidly. This study proposes that perceived corporate social responsibility has a substantial influence on employee's innovative work behavior and this relationship is mediated by authenticity and volunteerism. A questionnaire survey consisting of 317 valid responses from employees and 175 valid responses from their respective supervisors in the hotel industry in Pakistan validated the proposed model. The current study found that perceived corporate social responsibility is positively related with an employee's innovative work behavior. Moreover, authenticity and employee volunteerism mediated the link between perceived corporate social responsibility and innovative work behavior. The practical implications to enhance individual innovative work behavior are discussed.

Environment has become a major social problem for a greater number of people than ever before in recent years. As a consequence, in-depth research on green marketing and green purchasing has increased significantly. Although academic researchers have examined antecedents of green purchasing behavior, there still is room for further progress. One such area that needs further investigation is the role of generativity on green purchasing behavior because sustainability requires a long-term perspective that is embedded in the concept of generativity. This study examines the impact of generativity on consumer green purchasing behavior. Generativity refers to individuals’ beliefs that their current behaviors have consequences that extend into future generations. Moreover, the moderating roles of man-nature orientation and perceived behavioral control on generativity-green purchasing behavior link are also examined. Based on moral norm-activation theory, value-belief-norm theory, and theory of planned behavior, hypotheses were developed. Data were collected from a homogenous sample of 416 university students of four faculties through the non-probability sampling technique. Hierarchical regression analysis was used to test the hypotheses. Results show that generative consumers are more likely to show green purchasing behavior. Man-nature orientation and perceived behavioral control positively moderate the relationship between generativity and green purchasing behavior. Findings revealed that consumers who possess a greater concern for future generations, and high on man-nature orientation and perceived behavioral control constitute a segment that will be more likely to engage in green purchasing behavior, enabling effective targeting of marketing communications.

Moral courage is a competency exercised in the workplace as employees face ethical challenges with a moral response. Managers exert considerable effort to foster subordinates' moral courage given its positive organisational consequences. However abusive supervision, not uncommon in the organisational context, negatively affects moral courage. The purpose of this article is to examine the relationship between abusive supervision and moral courage as well as to test the moderating roles of moral efficacy and moral attentiveness on that very relationship. Data were collected from six public hospitals in Pakistan. The sample included 359 nurses and 121 nurse heads. The moderating roles were tested using the moderated hierarchical regression analysis. Results revealed that there was a significant negative relationship between abusive supervision and moral courage. In addition, this very relation was weaker when both moral efficacy and moral attentiveness were higher than when they were lower. The study provided new insights into the influence that abusive supervision might have on nurses' moral courage and it also offered a practical assistance to employees in the health care industry and their leaders that moral efficacy and moral attentiveness would act as neutralisers in mitigating the pernicious effect of abusive supervision on nurses' moral courage.