The awareness of environmental issues is rising among employees, customers, investors, and businesses. This study is focused on assessing the outcomes of practicing greenwashing and factors effecting green employee behaviour. A quantitative method was applied by collecting data from agri-inputs industry in Pakistan using survey (N = 520). The data were analysed by partial least square structural equation modelling in SmartPLS. Greenwashing has a negative impact on green employee behaviour with employee value orientation and green psychological climate negatively mediating (partially) this effect. The internal environmental orientation has no significant effect of mediation on the linkage of greenwashing and green employee behaviour. It is a cross-sectional study that might not have captured the constructs (e.g., greenwashing) fully. Besides, data were collected from one province and a single industry. It will help policymakers understand greenwashing effects and devising appropriate psychological strategies. The study emphasized on the holistic approach towards greening of organizations, and is, according to our best knowledge, the first empirical study that explored the impact of greenwashing on green employee behaviour in Pakistan.

Due to climatic changes across the globe, alignment of processes and products according to international environment standards is a rising concern for business stakeholders. Though this reform process to minimize environmental impact is occurring across different industries and countries but at a varying pace. Therefore, environmental management is still naïve and often compromised. If it is left unaddressed, it would lead to massive protests and social movements in future which will be messy to deal with, since climate change is occurring at an alarming pace. Moreover, the environmental consciousness is rising among masses, it is inevitable to deceive stakeholders for long time in this information era where controlling information is impossible. Corporate scandals and information/data leaks regarding greenwashing can lead to social protests and corporate defamation. Although in most of the countries environmental reporting is not a legal requirement however it is a societal requirement in different communities. Organizations use obfuscation eco-friendly claims, vague visual imagery, selective disclosure of corporate reports, and misleading communication modes to intentionally portray false environment-friendly claims of poor environmental performance to maintain positive social image by deceiving stakeholders. These symbolic strategic practices have stark difference with the real environmental impact. human resource managers and employees play significant role in developing and implementing such environment friendly organizational culture. Therefore, human resource function can facilitate by designing systems to build green organizational culture in organizations. In this research paper the pre-existing literature on green organizational culture in organizations is be reviewed, since in the last decade many researches were conducted on this issue. This review will give a holistic view of existing literature to the future researchers and will help them to identify research gap. Moreover, it will help practitioners and decision makers in knowing the advantages and disadvantages of green culture in organizations, so that they will understand whole impact of opting it.

According to modern approaches to creativity, any human being can generate creative ideas, and it is not a genetic trait. Social setting, including teamwork, supervision, and surrounding environment, plays a significant role in determining an individual's creativity. This study will examine the role of social exchange factors in bringing work environment creativity empirically. For this reason, a questionnaire was distributed to be filled by a sample of 200 employees from the banking industry of Pakistan. Branches of 10 banks were selected in the vicinity of twin cities, i.e., Rawalpindi and Islamabad. Data collected from these bank branches were analyzed using statistical tests. Social exchange factors including procedural justice, cooperative team environment, and employee participation were studied. The mediating role of expert's knowledge sharing was assessed beside moderating role of adhocracy culture. It was concluded that adhocracy culture moderates the relationship of social exchange factors with work environment creativity. Moreover, expert's knowledge sharing mediates the relation of procedural justice and work environment creativity. This study will fill the gap by examining the factors affecting workplace creativity. This will help practitioners and researchers know the factors that affect workplace creativity, which will ultimately be beneficial for organizations.

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Organizations must go beyond technical fixes and adopt environmentally responsible beliefs, values, and norms to be sustainable and enforce green organizational culture. A framework with a holistic approach to comprehend the complex model is developed in this study. After a detailed review of existing literature, a model is drawn to understand the effects of green organizational culture on green employee behavior and green human capital. Its validity was examined by the quantitative method. Hypotheses were drawn from the framework and were tested for empirical evidence in the agri-inputs industry of Pakistan. The purposive sampling technique was used to draw the magnitude sample from which primary data was collected using a questionnaire survey. Structural equation modeling was applied for hypothesis testing. Results show that green organizational culture is related to green employee behavior with mediating effects of internal environmental orientation, employee value orientation, and green psychological climate. Islamic work ethics has a positive effect on internal environmental orientation. Green human resource management influences green employee behavior. And green employee behavior positively affects green human capital through synergistic improvements. The findings reveal that eudaemonic well-being is achieved by employees from such a culture. It provides insights to researchers, practitioners, and policymakers of the agri-inputs companies and industry overall.