Assessing the impact of corporate environmental irresponsibility on workplace deviant behavior of generation Z and millennials: a multigroup analysis

Abstract

Purpose Drawing on expectancy violation theory, this study aims to assess the impact of corporate environmental irresponsibility (CEI) on workplace deviant behaviors (WDB) of Generation Z and Millennials through the mediation of moral outrage. Design/methodology/approach The data were collected from 328 nonmanagerial employees working in the refinery, petroleum and power distribution companies who have been convicted for committing environmental irresponsibility by a court of law. Multigroup analysis (MGA) was used to estimate the hypothesized relationships. Findings Results revealed that CEI affects WDBs positively. Moreover, the MGA results demonstrated that the deviant behavior of Generation Z in response to environmental irresponsibility is higher than of the Millennials. Research limitations/implications Theoretically, the findings implicate that harming the environment will cost organizational performance through deviant behaviors. Practical implications This study provides a new lens for the executive management that eliminating social irresponsibility is more important than incurring sustainability initiatives, especially from the new generation’s perspective. Originality/value The originality of this study is that it confirmed the impact of CEI on employees’ deviant behaviors; and extended the scope of expectancy violation theory to the field of human resources.

Influence of employees’ beliefs and values on shaping green work culture for boosting firm’s environmental performance

“…Thus, no organization can excel and succeed until and unless they motivate their employees and shape their beliefs and values to create an environmental culture and achieve sustainable goals (Al Halbusi et al , 2022a, 2022b; Ismail et al , 2018). Abbasi et al (2022) reveal that corporate environmental irresponsibility negatively affects employee behavior, causing reduced job satisfaction and decreased commitment, impacting the organization’s bottom line.…”