The Impact of Individual Attitudinal and Organisational Variables on Workplace Environmentally Friendly Behaviours

Abstract

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Heritage tourism, CSR and the role of employee environmental behaviour

“…Individual factors which have been studied include attitudes and beliefs (Jones, 2010;Chun, Shin, Choi & Kim, 2013;Manika, Wells, Gregory-Smith & Gentry, 2014), norms (Scherbaum, Popovich & Finlinson, 2008;Carrico & Riemer, 2011), self-efficacy (Smith & O'Sullivan, 2012), habit (Siero et al, 1996), motivation (Lee, De Young & Marans, 1995;Tudor, Barr & Gilg, 2008), knowledge (Siero et al, 1984) and socio-demographics (Wehrmeyer & McNeil, 2000). The most comprehensive study of employee environmental behaviour within the tourism literature focused on individual (individual environmental beliefs, personal environmental norms, self-reported environmental behaviour) and organisational variables (green organisational climate) as well as demographics to explain employee behaviour (Chou, 2014).…”

“…Gregory-Smith, Wells, Manika and Graham (in press) found that employees' satisfaction with the 11 level of impact on the environment are negatively correlated with general environmentally friendly attitudes, noting that those who have stronger environmental attitudes, consider that they have a stronger negative impact on the environment and thus, are less satisfied with their level of impact on the environment. In addition, research suggests that if employees have strong pro-environmental attitudes they will report higher levels of pro-environmental behaviour (Manika et al, 2014).…”

“…Smith and O'Sullivan (2012) stress that it is important to increase employees' self-efficacy for them to be able to fulfil the behavioural objectives given to them. However, overall self-efficacy has not been studied within employees' environmental behaviour, although Manika et al (2014) highlight it as a variable that should be included in future studies. The more confidence employees have that their actions are competently done and have clear environmental purpose, the more likely they are to be satisfied with their environmental behaviour (De Young, 1996).…”

“…Manika et al (2014) in their comparison across 7 organisations suggested that separate interventions might be needed for each type of environmental behaviour, as well as for each organisation, sector, and type of organisation (public vs. private). This research suggests organisations with a range of different sites (and types of site) might require separate interventions for each site.…”

“…Furthermore, measures of perceived environmental behaviour of an organisation and perceptions of organisational support and incentives (Manika et al, 2014) should be included in both questionnaires, given the issues brought up by employees in the interviews. In addition it may be useful to include variables relating to the inheritance (Garrod & Fyall, 2000;Chhabra, 2009) and intergenerational (Jepson, 2001;Nasser, 2003) aspects of both heritage tourism and sustainability such as generativity, "a resource encouraging people toward the public good, maintaining continuity from one generation to the next" 35 (p 73) which has previously been applied to eco-consumption behaviour and intentions (Urien & Kilbourne, 2011).…”