Culture-Based Green Workplace Practices as a Means of Conserving Energy and Other Natural Resources in the Manufacturing Sector

Abstract

The purpose of this research is to analyze the role of organizational culture in fostering green practices in the workplace while investigating the mediating role of intrinsic motivation in the context of energy conservation. Based on a cross-sectional quantitative study with a sample of 203 employees from the manufacturing sector, the hypothesized relationships were verified. Based on the mediation analysis, statistical analyses revealed positive relationships between organizational culture and green workplace practices, as well as organizational culture and intrinsic motivation. Additionally, the study found that intrinsic motivation mediates the relationship between organizational culture and green workplace practices. This study supported the importance of organizational culture in enhancing green workplace practices aimed at conserving energy and natural resources. The underlying mechanism behind the significant positive effect of intrinsic motivation on proenvironmental behavior in the workplace was also identified. The research demonstrates the importance of an organizational culture to reinforce green practices in the workplace. Furthermore, based on the used models, this study illustrates the importance of each organizational culture dimension: leadership, sense of community, communication, collaboration, and structure in promoting green behavior. Additionally, the research suggests a key role of intrinsic motivation in this relationship. This study provides valuable guidance for the implementation of specific environmental measures in companies.

How can corporate culture contribute to emission reduction in the construction sector? An SME case study on beliefs, actions, and outcomes

“…In line with recent works (Bulińska‐Stangrecka & Bagieńska, 2021; Griese et al, 2021; Mohter & Fernando, 2020), we showed that single dimensions of corporate culture would either form success factors or barriers of emission reduction. Hence, this multi‐dimensional focus is necessary to understand to which degree corporate culture is defensive or open‐minded regarding emission reduction (Baumgartner, 2009, 2014).…”

“…Previous works in the construction or manufacturing sector demonstrate the usefulness of layers and dimensions as a path toward the identification of cultural success factors and barriers (Bulińska‐Stangrecka & Bagieńska, 2021; Caldera et al, 2019; Wong & Zapantis, 2013). By measuring corporate culture along seven dimensions (sense of community, strategic orientation, leadership, team collaboration, communication, team structure, informal relationships), Bulińska‐Stangrecka and Bagieńska (2021) found a significant influence of corporate culture on the conservation of energy and other natural resources in the manufacturing sector.…”

“…Previous works in the construction or manufacturing sector demonstrate the usefulness of layers and dimensions as a path toward the identification of cultural success factors and barriers (Bulińska‐Stangrecka & Bagieńska, 2021; Caldera et al, 2019; Wong & Zapantis, 2013). By measuring corporate culture along seven dimensions (sense of community, strategic orientation, leadership, team collaboration, communication, team structure, informal relationships), Bulińska‐Stangrecka and Bagieńska (2021) found a significant influence of corporate culture on the conservation of energy and other natural resources in the manufacturing sector. Other works identified values (Williams & Schaefer, 2013), goal clarity, rewards, innovation orientation (Wong & Zapantis, 2013), integrity (Mohter & Fernando, 2020), and acceptance resulting from awareness and interest in climate adaptation measures (Griese et al, 2021) as cultural success factors of emission reduction.…”

Boosting Sustainable Operations with Sustainable Supply Chain Modeling: A Case of Organizational Culture and Normative Commitment

“…The importance of OC for ensuring the sustainability of the enterprise was also emphasized [ 53 ]. OC is also important for strengthening green practices in the workplace [ 54 ]. OC is extremely dynamic and complex [ 55 ] and consequently receives attention in all areas [ 56 ], including, e.g., task performance [ 57 ].…”