No abstract

The higher costs of energy have increased organizations' interest in searching for ways to reduce energy use. Typically, organizations have utilized structural or operational changes to decrease their energy use. Another approach involves the energy-conservation behaviors of an organization's employees. Drawing on valuebelief-norm theory (Stern, 2000b), we examined the individual-level factors related to energy-conservation behaviors at work among employees of a large state university. Using path analysis, we found that environmental personal norms predicted self-reported energy-conservation behaviors, as well as behavioral intentions. Environmental personal norms also mediated the relationship of environmental worldviews with self-reported energy-conservation behaviors, as well as behavioral intentions. Implications for theory and organizational energy-conservation interventions are discussed.Energy use and energy conservation have become topics of increasing national interest and debate in the United States and worldwide. The proliferation of energy-consuming technologies (e.g., climate-control systems, personal computers) has resulted in substantial escalations in energy use and dependence. Correspondingly, the costs of energy have risen, and energy supplies have become less stable. These opposing forces are having an impact on the economic viability of many organizations, both large and small. For example, the blackouts and high prices of energy in places such as California and New York have dramatically affected the ability of many organizations to compete profitably or even to remain in certain markets. These higher costs of doing business have prompted an elevated interest in strategies to 1 An earlier version of this paper was presented at the 17 th annual conference

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The authors conducted 2 studies to develop and test measures that assess beliefs about what constitutes a disability, affective reactions to working with individuals with disabilities, and beliefs about the reasonableness of workplace accommodations, in general and within the context of the Americans With Disabilities Act (ADA). The results of these 2 studies showed substantial differences in what was considered to be a disability. In general, more physical and sensory-motor conditions were considered disabilities than were psychological conditions. Furthermore, the conditions believed to be disabilities did not necessarily match what is covered by the ADA. Gender and experience with individuals who are disabled were also found to predict affective reactions and the reasonableness of accommodations. Implications for organizations are discussed.

Quantitative and content analyses were performed to test the hypothesis that the lack-of-fit model (Heilman, 1983) could provide the needed theoretical framework for organizational obesity discrimination. A computer morphing program allowed for the same stimulus applicant to be used in both the average-weight and the overweight conditions. Results of the quantitative analysis show that undergraduate participants perceived overweight (vs. average-weight) applicants as having more negative work-related attributes, but did not discriminate against them in the hiring process. A content analysis provided some evidence for the lack-of-fit model (Heilman, 1983) as an explanatory model for obesity discrimination.