Purpose Using social exchange, signaling, job demands-resources and reformulation of attitude theories, the purpose of this paper is to propose and test a research model in which green work engagement (GWEN) mediates the impact of management commitment to the ecological environment (MCEE) on green creativity, task-related pro-environmental behavior (PEB) and proactive PEB. Design/methodology/approach Data for the paper were obtained from hotel customer-contact employees in Turkey and South Korea. The hypothesized associations were assessed via structural equation modeling. Findings The findings in Studies 1 and 2 supported the viability of the model. Specifically, GWEN partially mediated the effect of MCEE on task-related and proactive PEB, while it fully mediated the influence of MCEE on green creativity. Practical implications Management should invest and/or go on investing in environmental sustainability to send strong signals to employees that the organization really cares about the environment and is highly committed to the preservation and protection of the environment. With green training, empowerment and rewards, management can boost employees’ GWEN, which motivates them to engage in environmentally responsible behaviors. Originality/value The paper advances current knowledge by testing the relationship of MCEE, as appraised by employees, to their GWEN and green work outcomes. More importantly, the paper has explored the impact of GWEN in the intermediate relationship between MCEE and critical green work outcomes, such as green creativity, task-related PEB and proactive PEB. Further, the paper adds to the extant research by assessing the antecedents and outcomes of GWEN.

The purpose of the present study was to investigate organizational tenure as a moderator of the relationships between role stress (role conflict and role ambiguity) and emotional exhaustion and turnover intentions. Data were gathered from a sample of full-time frontline hotel employees in Northern Cyprus to test the previously mentioned relationships. Results of hierarchical moderated regression analysis demonstrated that the positive effects of role conflict and emotional exhaustion on turnover intentions were weaker among frontline employees with longer tenure. Contrary to the study predictions, the results did not provide any empirical support for the rest of the relationships. Implications of the findings and directions for future research are presented in the study.

The extant literature lacks evidence concerning the effects of qualitative and quantitative job insecurity (JIS) on service workers’ performance outcomes. This is also true for their effects on green work outcomes. To fill in this void, drawing on social information processing, threat-rigidity, and the reformulation of attitude theories as well as the model of attitude–behavior relation, this paper proposes and tests a research model that investigates the effects of both qualitative and quantitative JIS simultaneously on green work outcomes. Data gathered from hotel employees during the COVID-19 pandemic in Turkey were utilized to gauge the hypothesized associations through structural equation modeling. The findings suggest that quantitative JIS weakens harmonious environmental passion, green recovery performance, and proactive pro-environmental behavior. In addition, harmonious environmental passion mediates the impact of quantitative JIS on the aforementioned green work consequences. Contrary to the predictions, the findings lend no credence to the negative impact of qualitative JIS on harmonious environmental passion, green recovery performance, and proactive pro-environmental behavior.

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There are a plethora of empirical pieces about employees' pro-environmental behaviors. However, the extant literature has either ignored or not fully examined various factors (e.g., negative or positive non-green workplace factors) that might affect employees' pro-environmental behaviors. Realizing these voids, the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity, emotional exhaustion, met expectations, and proactive pro-environmental behavior. We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China. After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30, the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences. The findings delineated support for the hypothesized associations. Specifically, emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior. More importantly, emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior. These findings have important theoretical implications as well as significant implications for diminishing job insecurity, managing emotional exhaustion, increasing met expectations, and enhancing ecofriendly behaviors.