Workplace pro-environmental behaviors in small and medium-sized enterprises: an employee level analysis

Abstract

Employees spend much time in the workplace; however, most research have not examined employee's workplace pro-environmental behavior in small and mediumsized enterprises in developing countries. This paper examines the direct and indirect effect of predictor variables on employee's workplace pro-environmental behavior using the comprehensive action determination model. Employees working in small and medium-sized enterprises (n = 296) in three cities in Jiangsu Province, China, were chosen through snowball, convenience sampling, and survey data were obtained via the administration of self-report questionnaires. Principal component analysis with orthogonal rotation (varimax) was used to subject all measures to uni-dimensionality test using an eigenvalue > 1 criterion. Regression analysis, exploratory factor analysis, and structural equation model were used for data reduction and analysis using SPSS version 22. The findings indicate that perceived behavior control, intention to act, sustainable actions, environmental attitude, and social norms had a direct effect while information need, habit strength, and situational conditions had an indirect effect on workplace pro-environmental behavior.

How Does Corporate Environmental Strategy Contribute to Voluntary Environmental Behavior? Influence of Psychological Green Climate, Firms’ Size, and Employees’ Age

“…In addition, less temporal CES in a small or large enterprise might also instigate in building employees' psychological safety belief for being green. Hence, employees of micro, small, and medium enterprise may display significantly higher VEB because of their less formalization (Banwo & Du, 2019). Based on the above discussion, it may be appropriate to draw our final hypothesis:…”

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

“…Several studies have focused on the various theories used in the investigation of EGB. Several theories were used to explain EGB, such as the theory of planned behavior (TPB; Blok et al, 2014;Safari et al, 2018;Wesselink et al, 2017), value-belief-norms theory (VBN; Tezel & Giritli, 2019;Vanderploeg & Lee, 2019;Yeboah & Kaplowitz, 2016), norm activation model (NAM; Banwo & Du, 2019;Fang et al, 2019), values-identity-personal norms (VIP; Ruepert et al, 2016Ruepert et al, , 2017, and theory of normative conduct (TNA; Norton et al, 2014). In some studies, the theories used were social exchange theory (Fatoki, 2019;Gkorezis & Petridou, 2017;Hameed et al, 2019), social identity theory (Kim et al, 2019), theory of social learning (Yang, 2019), and technology acceptance model (Zhang et al, 2019), whereas in other studies, the theory used to explain EGB was the abilitymotivation-opportunity theory (AMO; Dumont et al, 2016;Fawehinmi et al, 2020;Saeed et al, 2019).…”

A Contemporary Issue of Micro-Foundation of CSR, Employee Pro-Environmental Behavior, and Environmental Performance toward Energy Saving, Carbon Emission Reduction, and Recycling

“…Organizations need to contribute to society and the environment by maximizing sustainable environmental and social interactions through CSR [ 44 ]. Employees are one of the most important partners to support progressive policies of an organization, including health security, financial security, and workplace comfort [ 45 ]. If an organization participates in CSR activities including the environmental domain of CSR, it triggers positive environmental behavior in employees [ 46 ].…”