Green Transformational Leadership as a Redefinition of the Organizational Psychological Contract

Abstract

This study grounds on the contemporary concern towards sustainability, reviewing literature to ascertain the personality traits of current leaders, framing them under the most effective leadership style in order to leverage organizational green consciousness and performance. It provides insights on the multilevel social dynamics outlining individual citizenship behaviors at work, as it advances that organizations shall rely on green transformational leadership to enhance the workforce green cognitions and behaviors, providing workplace opportunities to engage in environmental management related activities, thus leveraging green consciousness and performance. Hence, this study maps the current leader's personality traits so that their leadership paradigm may be best captured in terms of the value congruence between leaders/followers, solidifying a green psychological climate at the organization, impacting on its psychological capital and ownership, reconfiguring the organizational psychological contract by defining it as a collaborative learning process.

Relationship Between Eco Transformational Leadership, Eco Training, and Employee Eco Behavior on Sustainable Corporate Performance of SMEs

“…The factors that influence Employee Eco Behavior are knowledge, attitudes, motivation and perceived effectiveness, where knowledge and attitudes are important because of their potential impact on behavior formation (Vicente-Molina et al, 2013 ), Social norms or ethics, work climate and lastly are the values and norms behavior. According to Chen and Chang ( 2013 ) and Fernandes and Machado ( 2021 ) developed five broad functional categories of Employee Eco Behavior which include: (1) working sustainably, (2) avoiding danger, (3) preserving the environment, (4) influencing others, (5) taking initiative.…”