Promoting pro‐environmental behavior through organizational identity and green organizational climate

Abstract

This study was conducted to explore the influence of green human resource practices on employees' voluntary pro-environmental behavior through the sequential mediation path of green organizational climate and organizational identity. A total of 459 employees from the textile industry in Pakistan participated in the study. The results were collected using two sources (managers and employees) at two time points. The proposed research model of the study was tested using structural equation modeling. The results validated the significant positive relationship between green organizational climate and organizational identity. We also found support for the serial mediation of green organizational climate and organizational identity in the green human resource management-voluntary pro-environmental behavior relationship. All the hypotheses were significant. Overall, this study explains why and how green human resource management practices lead to voluntary pro-environmental behavior. The implications for theory and practices that will enable organizations to encourage voluntary pro-environmental behavior among their employees are discussed.

Environmentally specific servant leadership and voluntary pro-environmental behavior in the context of green operations: A serial mediation path

“…Such employees would be clearer in terms of organizational objectives and realize that greening is a vital part of the organization and their green efforts would be appreciated by the organization. As sustainable organizations have a good reputation in the eyes of the community, employees feel honored to be a part of such an organization and feel pride in their organizational membership, hence their organizational identity is enhanced (Ng et al, 2019;Kim et al, 2020;Zafar et al, 2022a). Thus, it can be argued that: H4: Psychological empowerment mediates the positive relationship between ESSL and organizational identity.…”

“…In this way, a high-quality relationship is established between employees and leaders. Being a part of a sustainable organization enhances pride among employees because it ultimately enhances employees’ health and well-being ( Zafar et al, 2022a ). Environmental leaders have been reported to motivate employees to identify with the organization ( Al-Ghazali et al, 2022 ; Zafar et al, 2022b ).…”

“…However, the intervening mechanism of psychological empowerment between ESSL and organizational identity is missing. So far, green organizational climate ( Tuan, 2019a ; Zafar et al, 2022a ), green crafting ( Tuan, 2019a ), and organizational identity ( Zafar et al, 2022b ) are among the few predictors that have been reported as direct predictors of ESSL. Two notable studies by Newman et al (2017) and Ying et al (2020) investigated the impact of servant leadership on psychological empowerment.…”

“…Feelings of competence and self-determination motivate them to identify with the organization. Being a part of a green organization enhances pride among employees ( John et al, 2019 ; Ng et al, 2019 ; Zafar et al, 2022a ). Consequently, they feel more encouraged to carry out voluntary initiatives that are of great significance to the organization ( Jones et al, 2014 ).…”

“…To deal with the destructive effects of the textile sector, there is a pressing need to transform this sector into a sustainable sector ( Zafar et al, 2022b ). The textile sector is the most significant sector of Pakistan and contributes 60% to its exports ( Zafar et al, 2022a ). At the global level, Pakistan stands 4th among the largest cotton-producing countries in the world ( Hayat et al, 2020 ).…”