Management commitment to the ecological environment and employees: Implications for employee attitudes and citizenship behaviors

Abstract

In this article, we examine the implications of perceived management commitment to the ecological environment for employee attitudes and behaviors. Following deontic justice theory, which suggests that individuals are capable of feeling and expressing moral outrage when others are treated poorly, even if such treatment has no direct implications for themselves, we expected that employee attitudes and behaviors would be related to perceived organizational treatment of the environment. At the same time, we expected that these reactions would be moderated by how employees themselves were treated by the organization, in the form of perceived organizational support. In a study of employees and supervisors in a textile firm in Turkey, the results indicate that perceived organizational support moderated the effects of management commitment to the environment on organizational justice, organizational commitment and organizational citizenship behaviors targeting the environment.

Consistency Matters! How and When Does Corporate Social Responsibility Affect Employees’ Organizational Identification?

“…Perceived external prestige may thus act as a suppressor variable. This implies that perceived CSR may generate complex reactions that can go in opposite directions (Erdogan et al, ). Finally, organizational pride was significantly and positively related to organizational identification beyond perceived external prestige and the interaction term ( b = 0.23, p < 0.01, 95 per cent bootstrap CI = [0.09, 0.35]; see step 5) and beyond perceived CSR and all preceding terms in the regression model (perceived CSR: b = 0.07, ns ; perceived external prestige: −0.10, ns ).…”

The Dark Side of Stakeholder Reactions to Corporate Social Responsibility: Tensions and Micro‐level Undesirable Outcomes

“…; Erdogan et al . ; Lin et al . ), but the surprising findings appear in the a posteriori discussions.…”

“…Other research suggests instead that external CSR prompts responses that are more undesirable when employees perceive higher levels of internal CSR (Erdogan et al . ; Rupp et al . ).…”

“…According to Erdogan et al . (), when employees perceive organizational support – such that ‘the organization values their contributions and cares about their well‐being’ (Eisenberger et al . , p. 501) – increased engagement in external CSR can diminish their organizational citizenship behaviors related to the environment.…”

The Effect of Wages and Work Experiences on the Commitment of Hungarian Employees

“…Erdogan et al (2015), Kurtessis et al (2015) and Vardaman et al (2016) also point out that there is a relationship between perceived organizational support (POS) and employees' commitment, i.e. leadership, employee-organization context, human resource practices and working conditions are factors that, through targeted development, employers can contribute to increasing employees' commitment.…”