PurposeThe purpose of the present study is to examine the relationship between Social and Environmental Accountability (SEA), Attitude towards Environmental Advertising (AEA), Materialism, and Intention to purchase Environmentally Sustainable Products (IPESP).Design/methodology/approachThe study sample consists of 205 business students from two B schools in India. Data was collected through the survey method, and the moderated-mediation model was statistically tested using SPSS Process Macro software.FindingsThe findings of the study suggest that the attitude towards social and environmental accountability (SEA) is positively associated with the intention to purchase environmentally sustainable products (IPESP). Moreover, this relationship is mediated and moderated by AEA and materialism, respectively.Practical implicationsThe findings of the study reveal that a consumer with low materialism and a positive attitude for both environmental sustainability and environmental advertising has higher chances of purchasing environmentally sustainable products.Originality/valueThis study contributes to the existing literature on sustainability by providing a basis for understanding the moderated-mediation mechanism, which affects the relationship between SEA and IPESP; two key variables that have not been examined in combination.

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Organizational compassion is a powerful force that possesses the capability to move individuals and groups towards a common good. Research on organizational compassion or compassion in the workplace has discussed its potential to reduce individual suffering and enhance positive emotions, wellbeing, and dignity. The existing literature lacks a valid and reliable measure of workplace compassion that follows the recent conceptualization of organizational compassion. This research presents the development and validation of workplace compassion scale. The scale development process consisted of four studies with a total sample of 947 respondents. In study 1, we developed the items for the new measure, by considering the four-factor conceptualization of organizational compassion. Study 2 and 3 focuses on item purification and testing the model fit indices of the proposed scale. In study 4, we followed a time separated design to test the nomological network and discriminant validity of the workplace compassion scale. The final workplace compassion scale consists of 12 items that measure other-oriented/expressed compassion in the workplace. The scale is beneficial for providing impetus to future quantitative research in organizational compassion.

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