How does responsible leadership affect employees' voluntary workplace green behaviors? A multilevel dual process model of voluntary workplace green behaviors

A multilevel conceptual framework on green practices: Transforming policies into actionable leadership and employee behavior

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi-level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi-level and cross-layer empirical research.

Leading with purpose: Unraveling the impact of responsible leadership on employee green behavior in the workplace

Although sustainability has been a priority for organizations, there is still a lack of research on how leaders with a stakeholder perspective can motivate employees to adopt green behavior for sustainability in a complex and changing environment. This paper introduced social cognitive theory to describe two mechanisms by which responsible leadership predicts employee green behavior. Our research considers felt obligation for constructive change and stakeholder value as mediations with cognitive perspective in this process. Additionally, we consider the moderating effects of positive emotion and the superior-subordinate relationship. Our model received support from the investigation and research. By emphasizing the significance of perceived responsible leadership and proposing a new way of perceiving employee green behavior that ensures guidance from responsible leadership along the cognition perspective, the present research contributes to our understanding of the incentive effect of responsible leadership on employee green behavior.

What drives the green development behavior of local governments? A perspective of grounded theory

Although the elements that lead local governments to adopt sustainable development behaviors have been examined, the underlying processes that local governments adopt to accomplish green development behavior (GDB) lack systematic theoretical analysis. This study aims to investigate the determinants influencing local governments' implementation of GDB from the organizational internal and external perspectives. This study employed grounded theory to analyze the data and develop an influencing factor model of local government green development behavior (GDB-LG) after interviewing 53 Chinese local officials. Additionally, through integrating process organization research with new institutional theory, the mechanism that explains how these elements influence GDB was investigated. The results of the study demonstrate that the influencing factors model could give municipal governments clear guidance when creating sensible green development policies, further enhancing the efficacy of GDB.

Assessing the mediating role of organizational justice between the responsible leadership and employee turnover intention in health-care sector

PURPOSE

The aim of this study is to investigate the extent to which organizational justice (OJ) mediates between responsible leadership (RL) and employee turnover intention (TI).

DESIGN/METHODOLOGY/APPROACH

Both online and offline questionnaire was used to collect the data from 387 Indian health-care employees, and the data were analyzed using partial least squares structural equation modeling (PLS-SEM) with the help of SmartPLS 4.

FINDINGS

The study's findings demonstrated a significant positive association between RL and OJ and a negative association between OJ and employee TI. Furthermore, results also confirmed the mediating role of OJ between RI and TI.

RESEARCH LIMITATIONS/IMPLICATIONS

The generalizability of the study's data collection is limited because it is based on the responses of Indian health-care sector employees to an online and offline survey. The authors propose that the health-care sector uses RL as an approach that takes a broad view of the parties with a stake and focuses on creating fairness in acts and justice at the workplace to address the major issue of employee turnover.

ORIGINALITY/VALUE

This study expanded on previous research by demonstrating that the influence of responsible leadership on employee TI is mediated by OJ in the context of India's health-care sector. It also contributes to the literature regarding RI, OJ and TI. The study also enriched the body of knowledge about using the PLS-SEM approach to predict employee TI.

How responsible leadership shapes followers' low-carbon behavior: A dual-mediation model

Introduction

In recent years, environmental problems such as global warming, rising sea levels, and species extinction have provoked a widespread concern all over the world, and many countries and international organizations have called for a reduction in carbon emissions. Theoretically, although many scholars have explored how responsible leadership influences subordinates' work-related outcomes, little studies have examined the association between responsible leadership and employees' low-carbon behavior. Therefore, to address this literature gap, we here drawing upon social cognitive theory developed a dual-mediation model to investigate how responsible leadership impacts employees' low-carbon behavior, and through which mechanisms this impact may occur.

Methods

By conducting a questionnaire survey in a company in China, we collected the valid data from 411 samples. Then using SPSS 26.0 and Mplus 8.1, we tested our proposed theoretical model and hypotheses by analyzing these data.

Results

The empirical results showed that responsible leadership was positively related to employees' environmental consciousness, which can further increase their low-carbon behavior. At the same time, responsible leadership was negatively related to employees' environmental apathy, which can reduce their low-carbon behavior. And employees' environmental consciousness and environmental apathy played the mediating roles in the relationship between responsible leadership and employees' low-carbon behavior. Furthermore, we found that leader-member exchange (LMX) magnified the direct effect of responsible leadership on employees' environmental apathy and strengthened the indirect effect of responsible leadership on employees' low-carbon behavior via environmental apathy, but the moderating effect of LMX on another path was not significant.

Discussion

These findings suggest that despite encouraging leaders to show responsible behaviors, promoting employees' environmental consciousness and reducing their environmental apathy may be useful ways to facilitating their low-carbon behavior and achieving a low-carbon society. Moreover, establishing a high-quality of exchange relationship with followers may magnify the effectiveness of responsible leadership on lowering followers' environmental apathy.

Understanding the Impact of Environmentally Specific Servant Leadership on Employees' Pro-Environmental Behaviors in the Workplace: Based on the Proactive Motivation Model

The increasingly severe environmental situation has brought challenges to the world, and organizations are aware of the importance of environmental management and are committed to changing individuals' environmental behavior patterns. Based on the proactive motivation model, this study constructs a moderated multiple mediation model to explore the impact mechanism and boundary conditions between environmentally specific servant leadership (ESSL) and employees' workplace pro-environmental behaviors (WPB). This study examines 440 Chinese industrial sector employees, and the linear regression method test results show that: (1) ESSL significantly promotes employees' WPB. (2) Green self-efficacy (GSE), green organizational identity (GOI), and environmental passion (EP) act as multiple mediators between ESSL and employees' WPB. (3) Green shared vision (GSV) positively moderates the relationship between ESSL and employees' WPB. This study provides a new theoretical perspective on how ESSL affects employees' WPB, which is analyzed from three aspects: "can do", "reason to", and "energized to". This new mechanism reveals that leaders should transform their leadership style to that of environmental service, and focus on enhancing the employees' GSE, GOI, and EP. Moreover, ESSL should make copious use of green strategy tools, such as GSV, to realize the above mechanism.

How and when does responsible leadership affect employees' pro-environmental behavior?

By integrating the resource accumulation perspective and the Job Demands-Resources (JD-R) model, this research explores the impact mechanism of responsible leadership on employees' pro-environmental behaviors (EPB). We conducted a survey to collect data from 319 employees in Chinese companies in three waves. Our research found that responsible leadership had significantly positive effect on EPB; employees' perceived organizational support toward the environment (POS-E) and green self-efficacy played a serial multiple mediating role; meanwhile, employees' chronic regulatory focus moderated the relationship between responsible leadership and EPB, with promotion focus strengthening the relationship and prevention focus weakening the relationship. Our findings support the applicability of JD-R model in the field of EPB, enrich the theoretical research on responsible leadership and EPB, and also provide a practical basis for organizations to effectively stimulate EPB and promote sustainable development.

Corporate social responsibility and frontline employees’ service improvisation: The mediating role of self-efficacy

The uncertainty of the COVID-19 pandemic has brought unprecedented challenges to frontline employees in tourism enterprises. In the context of the COVID-19 pandemic, the fulfillment of corporate social responsibility is of great significance. Based on the social cognitive theory, a conceptual framework was established to investigate the relationship between corporate social responsibility and tourism service improvisation, along with the mediating role of self-efficiency. A total of 405 self-administered questionnaires were collected through three times. The results revealed that frontline employees’ perception of corporate social responsibility had a significant positive impact on self-efficacy and service improvisation, as well as self-efficacy had a significant positive impact on service improvisation. Meanwhile, self-efficacy played a partial mediating role in the relationship between corporate social responsibility and service improvisation. Theoretical and practical implications, along with limitations and future research directions, were discussed.

Appraising and reacting to voluntary green behavior at work: The effects of green motive attribution

Starting from the perspective of social perception of voluntary employee green behavior (VEGB) and studies on the attribution of VEGB, we explore the phenomenon that employees can show different perceptions and behavioral responses to VEGB according to their attribution to VEGB. We served to examine the hypotheses. The results of a two-wave study show that when employees believe VEGB is motivated by instrumental concerns, VEGB is more likely to evoke a low level of warmth and competence, which produces less green advocacy. However, if employees believe VEGB is motivated by moral reasons, VEGB is more likely to prompt more warmth and competence perceptions and elicit greener advocacy from employees. In addition, theoretical and practical contributions are discussed.

The Influence of Taoism on Employee Low-Carbon Behavior in China: The Mediating Role of Perceived Value and Guanxi

Purpose

We established a dual-pathway model in which Taoism at work can shape employee low-carbon behavior via two mediating mechanisms: perceived value as a psychological mediator and guanxi as a social mediator.

Patients and Methods

Data were collected from 788 Chinese enterprises employees.

Results

Our results confirm the direct positive effect of Taoism on employee low-carbon behavior and the partial mediating effects of perceived value and co-worker guanxi. However, supervisor-subordinate guanxi does not mediate the relationship between Taoism and employee low-carbon behavior.

Conclusion

Despite the key role of employee low-carbon behavior, the individual-level antecedent to employees’ pro-environmental behavior remains underexplored. This study examines the influence of Taoism (an individual-level cultural value) on employee low-carbon behavior in the Chinese context. Theoretical and managerial implications were discussed.

Responsible Leadership Effect on Career Success: The Role of Work Engagement and Self-Enhancement Motives in the Education Sector

Using social information processing theory, our study investigates the effect of responsible leadership on employee career success via work engagement. The model also examines whether self-enhancement motives moderate the aforementioned mediating linkages. In three waves, data were collected from employees in the education sector. Macro PROCESS was used to assess the hypotheses. According to the findings, responsible leadership boosts employee work engagement, which leads to career success. The results also suggest that responsible leadership has a stronger positive effect on work engagement among individuals high on self-enhancement motives. There is no evidence in the educational literature about the underlying process through which a responsible leadership impacts employee success. Our research addresses this gap by suggesting work engagement as a mediator of the effect of responsible leadership on individuals' career success at various degrees of self-enhancement motives.

Responsible Leadership Fuels Innovative Behavior: The Mediating Roles of Socially Responsible Human Resource Management and Organizational Pride

Leaders are under increasing pressure to inspire innovative endeavors in responsible ways. However, whether and how responsible leadership can fuel employee innovative behavior remains unknown. Therefore, drawing on social identity theory and social exchange theory, this study aims to investigate the psychological mechanisms underlying the responsible leadership-innovative behavior relationship. Multi-phase data were collected from 280 employees working in Chinese manufacturing firms to test the hypotheses using hierarchical regression analyses and the bootstrap method. The results reveal that responsible leadership is positively related to innovative behavior. Additionally, perceived socially responsible human resource management (HRM) and organizational pride separately and sequentially mediate the responsible leadership-innovative behavior relationship. This study empirically reveals the effectiveness of responsible leadership and sheds new light on the psychological processes through which it facilitates innovative behavior, revealing the generalizability of responsible leadership and innovative behavior in the Chinese context. Moreover, we respond to the call for incorporating leadership theory into HRM research and further advance the existing knowledge on both antecedents and outcomes of socially responsible HRM. For practical guidance, organizations are encouraged to foster innovation through investment in responsible management practices. Research limitations and implications are also discussed.

Research on the Evolutionary Game of Construction and Demolition Waste (CDW) Recycling Units' Green Behavior, Considering Remanufacturing Capability

At present, China has not yet formed an effective development model for the industrialization of construction waste. The level of construction waste treatment and resource utilization is still low, and recycled products also lack market competitiveness. In order to promote the effective development of the remanufactured construction and demolition waste supply chain better, and based on the present situation, this manuscript establishes a game model for recycling units in two different situations: with and without remanufacturing capabilities. However, most existing studies have determined that all recycling units have remanufacturing capabilities. In the first situation, the main players of the game are recycling units with remanufacturing capabilities and consumers. In the second situation, the main players of the game are recycling units without remanufacturing capabilities and the third-party remanufacturer with remanufacturing ability. Therefore, our research can ascertain the optimal strategy choices of both parties in the game under different return situations and discuss the impact of changes to related parameters through numerical simulations. The results show: (1) When the recycling unit has remanufacturing capabilities, corporate leadership and government supervision rate have positive effects on its evolution to strict manufacturing. Only a high supervision rate can effectively suppress the negative impact of speculative gains and drive the system to (strict manufacturing; positive). Furthermore, the higher the supervision rate, the faster the system will converge. Then, the consumer’s payment difference coefficient has a negative effect on the evolution of the recycling unit to strict manufacturing. The larger the payment difference coefficient, the faster the system will converge to a stable state (tendency to formal manufacturing; negative). (2) When the recycling unit does not have the ability to remanufacture, the government cost subsidy rate and the recycling unit’s effort profit coefficient have positive effects on the recycling unit’s evolution to the direction of effort. Meanwhile, the larger the profit coefficient of the recovery unit’s effort, the faster the system will converge. The conclusions obtained provide certain theoretical guidance for the decision making of CDW recycling supply chain recovery units and relevant government departments.