The Organizational Climate for Sustainable Commuting: An Italian Validation Study in the Academic Sector

Abstract

Promoting sustainable commuting represents a valuable contribution to tackle the climate crisis, and organizations could act as frontrunners in this regard. Accordingly, conceptualizing and measuring how organizational environments contribute to sustainable commuting has become relevant. This study aims to conceptualize and operationalize the construct of Organizational Climate for Sustainable Commuting (OCSC) and validate the OCSC scale in the Italian language. Data were gathered in an Italian university from 8542 participants. The validation was based on EFA and CFA, reliability, and aggregation indices analyses. To validate the scale, convergent, discriminant, internal construct, and criterion validities were assessed. Results confirmed a unidimensional structure of the tool, satisfactory reliability, justified aggregation, and provided evidence for validity. The proposed concept and scale offer a new perspective and measurement tool to be used when promoting sustainable commuting in the workplace is the objective.

Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior

“…Furthermore, after the HLM analysis, this study found that the aggregated transformational leadership had no cross-level contextual effect on individual level of dependent variables, but the organizational climate did. This result showed that organizational climate could form the shared values of the group and individual members (Martinolli et al, 2021 ), and encourage them to hang together (Kao, 2017 ). Besides, a good organizational climate could be used by allowing the employees to appreciate the care or concern of the organization for them, and to build optimistic, cheerful, and lively.…”

“…To clearly differentiate between the different conceptual levels of organizational climate, James and Jones ( 1974 ) indicated that the organizational climate employees' individual environmental perception is a type of psychological climate, whereas organizational climate itself is a combination of those perceived by individuals on the group level or on the organizational level. Once all employees of a unique work unit perceive their workplace environment similarly, this shared perception would aggregate and become an organizational climate shared by the members (Moslehpour et al, 2019 ; Martinolli et al, 2021 ). Therefore, the climate structures share common content, meaning, and structural validity across different levels of information aggregation (Elgesem et al, 2015 ).…”

The Joint Role of Focused and Molar Climates and Eudaemonic Well-being as Mediators of the Relationship between Flexible Telework and Scientific Productivity in Spanish ERC-Granted Teams

“…In this regard, the relevant literature has proliferated and multiple constructs and measurement tools assessing strategic climates have been developed lately. For example, the climates for customer service, for innovation, and for safety, represent some of the most typically researched ones (Schneider et al, 2013), while the climate for sustainable commuting (Martinolli et al, 2021) may represent a recent application of the construct.…”

“…As to the climate for well-being, or molar climate (Schneider et al, 2011), it was measured by means of the ECO VI scale (Martinolli et al, 2024). The scale, initially developed by Toro (1992Toro ( , 1996Toro ( , 2008, is theoretically framed into the Vitamin Model by Warr (1987Warr ( , 2007, which is particularly suitable since it theoretically identifies the relevant workplace features that affect employees' well-being.…”