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  1. Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance.Lingyun Mi, Yuhuan Sun, Xiaoli Gan, Hang Yang, Tao Lv, Ke Shang, Yaning Qiao & Zhiping Jiang - 2020 - Frontiers in Psychology 11.
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  • Corporate Social Responsibility and Ethical Leadership: Investigating Their Interactive Effect on Employees’ Socially Responsible Behaviors.Kenneth De Roeck & Omer Farooq - 2018 - Journal of Business Ethics 151 (4):923-939.
    This research investigates the interlinkage between corporate social responsibility and ethical leadership in inducing employees’ socially responsible behaviors. Specifically, building on organizational identification theory and cue consistency theory, we develop and test an integrated moderated mediation framework in which employees’ perception of ethical leadership moderates the mediating mechanism between their perceptions of CSR, organizational identification, and SRBs. The findings highlight the need for consistency between employees’ perceptions of CSR and ethical leadership to foster their propensity to further social good through (...)
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  • Managers’ Citizenship Behaviors for the Environment: A Developmental Perspective.Olivier Boiral, Nicolas Raineri & David Talbot - 2018 - Journal of Business Ethics 149 (2):395-409.
    The objective of this longitudinal study is to analyze the intrinsic drivers and values underlying managers’ organizational citizenship behaviors for the environment from a developmental psychology perspective based on measuring the stages of consciousness that shape the meaning-making systems of individuals. At time 1, the stages of consciousness of 138 managers were qualitatively assessed using the Leader Development Profile test. At time 2, a quantitative survey measured the environmental beliefs and OCBEs of these managers. The links between stages of consciousness, (...)
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  • Environmental Behavior On and Off the Job: A Configurational Approach.Pascal Paillé, Nicolas Raineri & Olivier Boiral - 2019 - Journal of Business Ethics 158 (1):253-268.
    The current literature on environmental sustainability acknowledges that habits are often shaped in private life and that experiences with environmental activities in a non-work setting positively influence environmental behaviors in the work domain. However, the conditions that lead individuals to behave responsibly at work based on their environmental commitment outside the workplace remain poorly understood. We address this issue by pursuing two objectives. First, we outline archetypes of environmental behavior on and off the job and classify individuals into four profiles: (...)
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  • How and When Does Perceived CSR Affect Employees’ Engagement in Voluntary Pro-environmental Behavior?Qing Tian & Jennifer L. Robertson - 2019 - Journal of Business Ethics 155 (2):399-412.
    Scholarly interest in employees’ voluntary pro-environmental behavior has begun to emerge. While this research is beginning to shed light on the predictors of workplace pro-environmental behavior, our understanding of the psychological mechanisms linking the various antecedents to employees’ environmentally responsible behavior and the circumstances under which any such effects are enhanced and/or attenuated is incomplete. The current study seeks to fill this gap by examining: the effects of perceived corporate social responsibility on employees’ voluntary pro-environment behavior; an underlying mechanism that (...)
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  • Is There a Link Between Green Human Resource Management and Consumer Buying Behavior? The Moderating Role of Employee Diffidence.Yunxia Xiao, Rabia Younus, Wizra Saeed, Junaid Ul Haq & Xiuwen Li - 2022 - Frontiers in Psychology 13.
    Green Human Resource Management supports promoting and incorporating sustainable development with regard to their resources. Managers and customers actively utilize the limited resources efficiently and effectively to accomplish environment-friendly goals and objectives. The study focuses on investigating the moderating role of diffidence between Green HRM, among eco-friendly behavior and Employee Performance of frontline employees of the hospitality sector. Two hundred ten individuals particapted in the research from hospitality sector with regard to examine green HRM policies of employees along with their (...)
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  • Is social desirability bias important for effective ethics research? A review of literature.Siew Imm Ng, Guan Cheng Teoh, Jo Ann Ho & Houng Chien Tan - 2021 - Asian Journal of Business Ethics 10 (2):205-243.
    Social desirability bias (SDB) is one of the main concerns in self-reported studies that measures explicit attitudes such as ethics research. Although SDB was introduced since the early 1950s, little effort has been made to understand the necessity of including an SDB scale in studies of sensitive topics such as ethics. The purpose of this paper was to (1) identify whether current ethics-related studies considered SDB when conducting their research and (2) ascertain whether SDB was a significant variable in such (...)
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  • Environmentally Specific Transformational Leadership and Employee’s Pro-environmental Behavior: The Mediating Roles of Environmental Passion and Autonomous Motivation.Zongbo Li, Jiaxin Xue, Rui Li, Hong Chen & Tingting Wang - 2020 - Frontiers in Psychology 11.
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  • Social Desirability in Environmental Psychology Research: Three Meta-Analyses.Stepan Vesely & Christian A. Klöckner - 2020 - Frontiers in Psychology 11.
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  • Role of Responsible Leadership for Organizational Citizenship Behavior for the Environment in Light of Psychological Ownership and Employee Environmental Commitment: A Moderated Mediation Model.Ali Abbas, Ye Chengang, Sufan Zhuo, Bilal, Shahid Manzoor, Irfan Ullah & Yasir Hayat Mughal - 2022 - Frontiers in Psychology 12:756570.
    The world is looking toward organizations for social responsibility to contribute to a sustainable environment. Employees’ organizational citizenship behavior for the environment is a voluntary environmental-oriented behavior that is important for organizations’ environmental performance. Based on social learning theory, this study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees in the manufacturing and service sectors in China including engine manufacturing, petroleum plants, banking, and insurance sector organizations. Further, the roles of psychological (...)
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  • Culture and Green Advertising Preference: A Comparative and Critical Discursive Analysis.Shubo Liu & Xiaoyuan Liu - 2020 - Frontiers in Psychology 11.
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  • Leader expectations facilitate employee pro‐environmental behavior.Qi Nie, Jian Peng & Guangyu Yu - 2023 - Business Ethics, the Environment and Responsibility 32 (2):555-569.
    Faced with increasing global environmental problems, organizational scholars and practitioners have increasingly considered how to promote employee pro-environmental behavior. This research seeks to expand our understanding of the facilitators of employee pro-environmental behavior from the perspective of leader expectations. Drawing on behavioral confirmation theory, we propose that leader pro-environmental expectations are expressed in active support for the environment, which subsequently facilitates employee pro-environmental behavior, thus rising to meet the leader's initial expectations. Furthermore, we argue that the above relationship becomes stronger (...)
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  • Can You Drink Money? Integrating Organizational Perspective-Taking and Organizational Resilience in a Multi-level Systems Framework for Sustainability Leadership.Gerson Francis Tuazon, Rachel Wolfgramm & Kyle Powys Whyte - 2019 - Journal of Business Ethics 168 (3):469-490.
    Social and environmental shocks associated with freshwater management are inherently tied with the lives and well-being of all global citizens. Thus, exploring key actors’ roles is a critical element of this grand challenge. Utilizing an inductive multiple case study, we explore sustainability leadership and subsequent organizational perspective-taking behaviours initiated by actors within freshwater management in response to the grand challenge. A vibrant inductive model elicited three main themes: identifying conditions for organizational perspective-taking, modifying organizational frames of reference and emergence of (...)
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  • Advancing the debate on hotel employees’ environmental psychology by promoting energy-saving behavior in a corporate social responsibility framework.Long Yang, Jacob Cherian, Muhammad Safdar Sial, Sarminah Samad, Jongsik Yu, Youngbae Kim & Heesup Han - 2022 - Frontiers in Psychology 13.
    Considering the vulnerable climatic conditions in most parts of the planet, a successful transition toward a carbon-free future is a critical challenge worldwide. In this respect, around 35% of the world’s total greenhouse gas emission is associated with the power sector. To this end, a vast of electrical energy has been used by the people in buildings. Specifically, a significant amount of energy in buildings is used for heating, cooling, and ventilation. While the available literature highlights the importance of neat, (...)
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  • The Influence of the Immediate Manager on the Avoidance of Non-green Behaviors in the Workplace: A Three-Wave Moderated-Mediation Model.Florence Stinglhamber, Nicolas Raineri, Jorge H. Mejía Morelos & Pascal Paillé - 2019 - Journal of Business Ethics 155 (3):723-740.
    Although it has been recognized that employees regularly engage in non-green behaviors, little research has been conducted to explain how these behaviors may be avoided. Using data from a three-wave study, this study tested a moderated-mediation model in which trust in the immediate manager was expected to increase the indirect effect of supervisory support for the environment on non-green behaviors through employee environmental commitment. While the findings showed, as predicted, that exchange relationships with the immediate manager reduce the tendency of (...)
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  • Relationship Among Green Human Resource Management, Green Knowledge Sharing, Green Commitment, and Green Behavior: A Moderated Mediation Model.Kalimullah Khan, Muhammad Shahid Shams, Qaisar Khan, Sher Akbar & Murtaza Masud Niazi - 2022 - Frontiers in Psychology 13.
    This study aims to examine the underlying mechanism of the relationship between perceived green human resource management and perceived employee green behavior. By drawing on attitude and social exchange theories, we examined green commitment as a mediator and green knowledge sharing as a moderator of the GHRM–EGB relationship. The study employs partial least square structural equation modeling to analyze 329 responses. Data were collected in two time lags. The empirical results confirmed that GC mediates the relationship between GHRM and EGB. (...)
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