Employee eco-initiatives and the workplace social exchange network

Raineri, Nicolas; Mejía‐Morelos, Jorge Humberto; Francoeur, Virginie; Paillé, Pascal

doi:10.1016/j.emj.2015.10.006

Cited by 44 publications

(31 citation statements)

References 91 publications

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“…The first point of note is that of the 53 selected articles, 22 (41.51%) focused on new survey items for the operationalization of green workplace behaviors, while in 24 articles (45.28%) the authors used survey items previously developed in the first group. For example, the article by Raineri, Mejía-Morelos, Francoeur, and Paillé (2016) used the measurement scale previously published by Boiral and Paillé in 2012. The remaining seven articles (13.21%) used qualitative methods.…”

Section: Resultsmentioning

confidence: 99%

The Measurement of Green Workplace Behaviors: A Systematic Review

Francoeur

Paillé

Yuriev

et al. 2019

Organization & Environment

Self Cite

111

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The literature on the green behaviors adopted by individuals in workplace settings has grown significantly over the past decade. Many studies have examined the factors associated with individual actions. However, the comparability of the studies conducted on the subject is a common concern, mainly because of the wide range of measurement tools based on different sets of items used in such research. Therefore, the aim of this study is to determine the degree of methodological maturity of green workplace behaviors based on a systematic review of research published on the subject between 1977 and 2016. Five major trends were identified from the 53 papers reviewed as part of this research: (a) the predominance of scales for measuring “green office” behaviors, (b) the redundancy of certain items, (c) the limited efforts devoted to measuring counterproductive green behaviors, (d) the emergence of new subcategories of proenvironmental behaviors, and (e) and the abundance of scales measuring voluntary green behaviors (extra-role). Through an analysis of existing measurement tools, this article proposes a decision tree designed to help scholars choose appropriate items for their studies. This may, in turn, contribute to the literature on green workplace behaviors by reducing bias and limiting the unnecessary creation of new measurement scales.

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Section: Resultsmentioning

confidence: 99%

The Measurement of Green Workplace Behaviors: A Systematic Review

Francoeur

Paillé

Yuriev

et al. 2019

Organization & Environment

Self Cite

111

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“…To date, studies have used three theoretical perspectives to explain how leader behaviour can enhance employees’ PEB. From a social exchange perspective, leader behaviour affects employees’ PEB by improving their organisational commitment (Afsar et al., 2020), leadership commitment (Raineri et al., 2016), environmental commitment (Cantor et al., 2015), and the leader–member exchange (Gkorezis, 2015). From a motivational perspective, leaders can enhance the external motivation (Graves et al., 2013), intrinsic motivation (Afsar et al., 2016), and the passion (Robertson & Barling, 2013) of their employees, which in turn increases employees’ PEB.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Promoting employees’ pro‐environmental behaviour through empowering leadership: The roles of psychological ownership, empowerment role identity, and environmental self‐identity

Cheng

Liu

Zhou

et al. 2021

Business Ethics Env & Resp

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This study develops a theoretical model to investigate when and why empowering leadership promotes employees’ pro‐environmental behaviour (PEB). Synthesising psychological ownership theory and role identity theory, we propose that empowering leadership positively affects the employees’ PEB and that this relationship is mediated by psychological ownership. Furthermore, we examine the moderating roles of empowerment role identity and environmental self‐identity in this relationship. By employing 203 leader–follower dyads as a sample, we find that empowering leadership is positively related to employees’ PEB and that employees’ psychological ownership mediates this relationship. Besides, we find that empowerment role identity plays a moderating role in the relationship between empowering leadership and employees’ psychological ownership such that the relationship is positive and significant when empowerment role identity is high but not significant when it is low. Finally, we observe that environmental self‐identity moderates the relationship between employees’ psychological ownership and PEB such that the relationship is positive and significant when environmental self‐identity is high, but not significant when it is low. Practically, we offer new insight into how and when organisations can leverage the positive effect of empowering leadership in the pursuit of promoting employees’ PEB.

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“…Although it is well established that employee involvement is particularly important when it comes to "greening" an organization's activity [66][67][68][69], the question arises regarding what motivates employees to engage in pro-environmental behaviors [45]. Earlier research has shown that individual and organizational factors combine in a holistic framework that influences the employees' engagement in pro-environmental behaviors [14,17,66,68,74,75]. Many studies have revealed that personal environmental values or beliefs determine EGB in the workplace [12,41].…”

Section: Literature Review Of the Variables That Influence Egb: A Theoretical Framework For Using Amo Theorymentioning

confidence: 99%

“…There are plenty of theoretical models used in researching EGB, such as self-determination theory used to analyzes the motivation of the employees [56][57][58][59][60], the theory of planned behavior [58,[61][62][63][64][65], social exchange theory [66][67][68], or ability-motivationopportunity (AMO) theory [69,70]. Human resource (HR) literature has considered the use of the AMO theory to highlight the connection between HR practices and performance [70].…”

Section: Introductionmentioning

confidence: 99%

An Approach to Applying the Ability-Motivation-Opportunity Theory to Identify the Driving Factors of Green Employee Behavior in the Hotel Industry

Sibian

Ispas

2021

Sustainability

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In the context of climate change and all other harmful effects of pollution, companies should improve their environmental performances. As part of their strategies, companies should explore the consequences of their environmental practices from the perspective of internal stakeholders and must be more attentive to employee environmental behavior. This study’s purpose was to identify the motives that encourage the employees of a green hotel to adopt pro-environmental behaviors. Qualitative research was conducted using semi-structured interviews among three-star hotel employees from Brașov, Romania. This research uses the ability-motivation-opportunity (AMO) theory that could lead to a better understanding of employee green behavior. Data analysis revealed that less than half of the respondents have a proper understanding of the concept of environment and only a third of them are aware of the harmful effects caused by people, both at work and at home. Moreover, most of the respondents know little of the measures implemented by the hotel in order to reduce resource consumption, the extrinsic motivation being dominant. Consequently, the results lead to the recommendation that the hotel managerial team should invest in the employees’ training and motivation, creating a corporate environment and a proper organizational culture to develop green behaviors among the employees. The results of this study should be a starting point for those hotels, which face the challenge of involving their employees in the process of greening their activity.

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Employee eco-initiatives and the workplace social exchange network

Cited by 44 publications

References 91 publications

The Measurement of Green Workplace Behaviors: A Systematic Review

The Measurement of Green Workplace Behaviors: A Systematic Review

Promoting employees’ pro‐environmental behaviour through empowering leadership: The roles of psychological ownership, empowerment role identity, and environmental self‐identity

An Approach to Applying the Ability-Motivation-Opportunity Theory to Identify the Driving Factors of Green Employee Behavior in the Hotel Industry

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