The Process of Establishing a Green Climate: Face-To-Face Interaction between Leaders and Employees in the Microsystem

Abstract

This study explores the processes of establishing a green organizational climate in small-scale companies. Previous studies have primarily focused on factors associated with pro-environmental behaviour in large organizations. The role of a green organizational climate—specifically, the interactional processes involved in the construction of a green climate—has largely been unexplored. Entrepreneurial small companies constitute an ideal arena in which to study the initial phase of greening processes. The present study examined the process of establishing a green organizational climate in seven small-scale Norwegian companies. This article presents a systems model that was developed to analyse how processes at different levels interact in the shaping of the green climate. The design was a longitudinal mixed-methods approach, consisting of focus-group interviews conducted in the field, a questionnaire and follow-up interviews with the leaders. Findings indicate that the construction of a green climate had a strong practise-based approach. The company founders were driven by environmental values; they sparked the initial green measures, influenced the employees—directly and indirectly—and also invited dialogue around and co-construction of the green climate. Frequent face-to-face interactions within the microsystem of the leaders/employees were decisive to the development of the green climate. The present study contributes to the understanding of the process of greening an organization: specifically, how green practice relates to the construction of a shared green climate. Contrary to previous research and theorizing, this study indicates that it is possible to “go green” without a superordinate green strategy.

Ecocentric leadership and voluntary environmental behavior for promoting sustainability strategy: The role of psychological green climate

“…Ecocentric philosophy produced a conceptual framework for ecocentric management in a North American study, which includes ecological sensing, values, envisioning, and implementation in organizations (Hernández & Muñoz, 2021). Non‐Western countries can use an EL view to help develop human‐nature linkages and promote green standards by talking to people face‐to‐face, displaying environmental practices, and setting up training programs (Curran, 2021; Flagstad et al, 2021; Mukherjee et al, 2020). The present study also observed research in cross‐country empirical perspective on the possibility of an ecocentric worldview to promote common values, self‐transcending purpose, and personal insight (Gardner & Paulin, 2018; Manolopoulos, 2021; Sheridan et al, 2019; Zegers, 2020).…”

Organizational citizenship behavior for the environment decoded: sustainable leaders, green organizational climate and person-organization fit

“…The interactions between leaders and subordinates may occur frequently and in the long term. However, the employees' experience of support (as a resource given by a leader) encourages their green behavior the most and strengthens the green organizational climate (Flagstad et al, 2021). Mouro and Duarte (2021) found that employees who felt that their companies value and support the workers' sustainable behavior (perceived high commitment of their organization to sustainability, a feature of a green organizational climate) exhibited more sustainable behavior.…”

“…The interactions between leaders and subordinates may occur frequently and in the long term. However, the employees' experience of support (as a resource given by a leader) encourages their green behavior the most and strengthens the green organizational climate (Flagstad et al. , 2021).…”

“…From the perspective of the social exchange theory, leaders may create opportunities by developing a green organizational climate that may further enhance reciprocal employee behavior in the form of organizational citizenship behavior for the environment. This climate relates to the “shared perceptions of environmental policies and practices within the organization” (Flagstad et al. , 2021, p. 2).…”

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“…Etablering av klima-og naturregnskap er en måte å gjøre egen virksomhet grønnere på. Innen organisasjonspsykologi har norske forskere undersøkt hvordan små bedrifter jobber for å bli grønnere, og et saerlig interessant funn er at det «grønne innholdet» i daglige interaksjoner kan vaere like viktig som en overordnet miljøstrategi (Flagstad et al, 2021).…”