Linking Corporate Policy and Supervisory Support with Environmental Citizenship Behaviors: The Role of Employee Environmental Beliefs and Commitment

Raineri, Nicolas; Paillé, Pascal

doi:10.1007/s10551-015-2548-x

Cited by 286 publications

(381 citation statements)

References 105 publications

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“…Accordingly, the employee reciprocates by voluntarily helping others to be more environmentally sustainable, suggesting eco-initiatives and actively engaging in greening activities. Further, previous empirical findings also support the idea that leader's support for environment positively associates with OCBE [24,28,29,41,53]. Therefore, based on social exchange theory perspective and prior empirical evidences, we postulate that: Hypothesis 1.…”

Section: Social Exchange Theory and Impact Of Leader's Support For Ensupporting

confidence: 62%

“…In both perceived group's green climate and leader's support for environment scales, participants rated the extent to which they agree or disagree to the statements on a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree). We measured autonomous motivation for environment, as suggested by Raineri and Paillé [24], by using 12 items from the Motivation Towards Environment Scale of Pelletier et al [70]. Of note, unlike previous researchers [6,58] who did not use intrinsic motivation as a part of autonomous motivation, as advocated by self-determination theory, we considered autonomous motivation for environment as a construct that comprises identified motivation, integrated motivation and intrinsic motivation.…”

Section: Methodsmentioning

confidence: 99%

“…OCBE is a voluntary behaviour which is more likely to be induced by autonomous motivation of the person since serving environment is congruent with personal values and goals, integrated into the self and interesting to do. Thus, environmental citizenship behaviour deemed to be more self-determined [24]. Graves et al [6] and Kim et al [58] found that employees' autonomous motivation for environment as a proximate cause of pro-environmental behaviour of Chinese employees and hospitality employees in South Korea, respectively.…”

Section: Self-determination Theory and Impact Of Autonomous Motivatiomentioning

confidence: 99%

“…First, we replicate the direct effect of leader's support for environment on OCBE by reasoning out the rationale behind this link with the support of social exchange theory, thereby, supporting the robustness of the previous findings. Second, a few research show that the supportive supervisory behaviour for environment impacts on employee green behaviour through employee commitment to employee green behaviour [24,29]. We add two further mechanisms through which leader's support for environment impacts OCBE by testing the mediating roles of autonomous motivation for environment and perceived group's green climate with the theoretical support.…”

Section: Introductionmentioning

confidence: 99%

“…workforces, from individual contributors to organizational leaders, are at the core of environmentally responsible organizations" [3] (p. 503). Thus, effective implementation and reinforcement of corporate greening efforts largely depend on the degree to which employees workplace [24]. Connected to this dearth of integrated perspective in conceptualizing the antecedents of OCBE, Paillé and Mejía-Morelos [43] called for future research that uses combination of theories in grounding the conceptualization of antecedents of OCBE in order to ensure theoretical soundness.…”

Section: Introductionmentioning

confidence: 99%

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How Does Leader’s Support for Environment Promote Organizational Citizenship Behaviour for Environment? A Multi-Theory Perspective

et al. 2018

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Abstract:Organizational citizenship behaviour for environment of employees is indispensable in realizing environmental sustainability goals of organizations. However, in the growing literature of employee green behaviour at work, scant attention has been paid on the impact of leader's specific support for environment, and the mechanisms through which it impacts organizational citizenship behaviour for environment. Drawing upon social exchange theory, self-determination theory and theory of normative conduct, we tested the impact of leader's support for environment, autonomous motivation for environment and perceived group's green climate on organizational citizenship behaviour for environment in an integrated model. The sample included 313 executive level employees of green implemented textile and apparel manufacturing factories in Sri Lanka. The results of structural equation modelling showed a direct positive impact of leader's support for environment on organizational citizenship behaviour for environment. Further, autonomous motivation for environment and perceived group's green climate were found to be partial mediators between leader's support for environment and organizational citizenship behaviour for environment. We discussed the theoretical implications for sustainability literature and the managerial implications for organizational practitioners in promoting organizational citizenship behaviour for environment.

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Section: Social Exchange Theory and Impact Of Leader's Support For Ensupporting

confidence: 62%

Section: Methodsmentioning

confidence: 99%

Section: Self-determination Theory and Impact Of Autonomous Motivatiomentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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How Does Leader’s Support for Environment Promote Organizational Citizenship Behaviour for Environment? A Multi-Theory Perspective

et al. 2018

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Fostering sustainable tourism in Pakistan: Exploring the influence of environmental leadership on employees' green behavior

Ashraf,

Ali,

Khan

et al. 2023

Bus Strat Dev

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This study addresses a critical gap in the theory by exploring the impact of Environmentally Specific Servant Leadership (ESSL) on Employees' Voluntary Green Behavior (EVGB) within the dynamic framework of Pakistan's tourism industry. It also advances understanding by investigating the pivotal mediating roles of Psychological Green Climate (PGC) and Green Commitment (GC) in the relationship between ESSL and EVGB. Drawing upon the principles of Self‐Determination Theory (SDT) and Social Identity theory (SIT) we designed the research framework and collected data from employees working in various firms in Pakistan's tourism sector. We employed a multistage (phase I‐convenience; phase II purposive) sampling technique to gather data from 492 employees representing various small and medium‐sized Hotels, Restaurants, and Catering firms within the hospitality and tourism sector. The collected data underwent validation and analysis using Confirmatory Factor Analysis (CFA) in SPSS AMOS and was further examined through the Andrew Hayes Process Macro model 4. The findings reveal a significant role of ESSL in fostering EVGB. Furthermore, our findings highlighted the significant mediating roles of PGC and GC in the relationship between ESSL‐EVGB. These findings underscore the potential effectiveness of promoting environmental sustainability as a means to encourage environmentally responsible behavior among individuals working in the tourism sector. The implications of our findings are particularly noteworthy for the tourism and hospitality sector. Companies in such industry can leverage ESSL as a valuable tool for inspiring green behavior in their staff, emphasizing both environmental responsibility and service to others as key drivers of environmentally friendly actions.

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The role of sustainable human resource practices in influencing employee behavior for corporate sustainability

2018

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This article theorizes and empirically tests the relationship between employee perceptions of human resource practices and their propensity to adopt sustainable behavior (SB) to support organizational change for sustainability. Informed by the literature on corporate greening and organizational behaviour, we developed a structural equation model that links frontline employee perceptions of internal sustainability orientation, supervisory support, training and reward systems to their propensity to adopt in‐role and extra‐role SB. Furthermore, we investigated the mediating role of “affective commitment to change” with regard to the relationships between human resource practices and SB. Our results show that when sustainability is valued and promoted by the organization and line managers, employees are more likely to internalize and make sense of sustainability, which is subsequently reflected in a higher commitment to adopt SB. Although we also expected that training and rewards would strengthen commitment and willingness to adopt in‐role and extra‐role SB, rewards appeared to have no effect, and training affected willingness to adopt in‐role sustainable behaviour only when mediated by affective commitment. These results provide scholars of corporate sustainability and managers with evidence‐based insights on how to design HR practices and strategies to enhance employees' commitment and behaviour supporting organizational change for sustainability.

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Linking Corporate Policy and Supervisory Support with Environmental Citizenship Behaviors: The Role of Employee Environmental Beliefs and Commitment

Abstract: This study investigates the social-psychologi

Cited by 286 publications

References 105 publications

How Does Leader’s Support for Environment Promote Organizational Citizenship Behaviour for Environment? A Multi-Theory Perspective

How Does Leader’s Support for Environment Promote Organizational Citizenship Behaviour for Environment? A Multi-Theory Perspective

Fostering sustainable tourism in Pakistan: Exploring the influence of environmental leadership on employees' green behavior

The role of sustainable human resource practices in influencing employee behavior for corporate sustainability

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