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Background: In past decades, the Chinese government has enacted a series of ecological policies to encourage organizations, the pivotal institutional agents implementing national policies, and employees, the crucial micro-actors engaging in ecological construction, to bring about employee pro-environmental behavior (EPEB) which is the foundation to realize nation's ecological strategies. Yet, the effectiveness of a widely adopted organizational-level green management practice "organizational green compensation" (OGC) and a typical individual-level green personality trait "employee green conscientiousness" (EGC) have been explored alone, ignoring the prevalence of various OGC-EGC combinations and failing to clarify the potential influences of OGC-EGC (in)congruence on EPEB. Our research endeavors to address this limitation by resolving the following two problems: What are the (in)congruence effects of OGC and EGC on EPEB in the Chinese context? And what is the underlying mechanism? Methods: Study 1 surveyed EGC, OGC, and EPEB among 778 subordinate-supervisor dyads and sought to test two single effects and three sets of comparisons between and within the congruence and incongruence effects using the methodology of polynomial regression and response surface analysis. Study 2 measured EGC, OGC, employee environmental commitment (EEC), and EPEB among 713 subordinate-supervisor dyads and attempted to verify the mediating role of EEC employing the block variable approach. Results: Study 1 found that OGC and EGC independently, positively promote EPEB (ß = 0.39, p < 0.001; ß = 0.24, p < 0.001), the OGC-EGC congruence relates to higher EPEB compared to the OGC-EGC incongruence (p11 = 3.77, 95% CI = [0.71, 23.04]; p10 = − 0.65, 95% CI = [− 25.80, 0.42]; [α3 −α4 +α5] = − 0.24, 95% CI = [− 0.41, − 0.07]), the EPEB level is higher when the OGC-EGC congruence is at a high rather than low level ([α1 +α2] = 0.51, 95% CI = [0.39, 0.62]), and the EPEB level under the high-low combination is lower than that under the low-high combination ([α1-α2] = − 0.20, 95% CI = [− 0.38, − 0.02]). Study 2 further confirmed that EEC plays a mediating role during the OGC-EGC-EPEB relationships (the indirect effect = 0.14, 95% CI = [0.08, 0.20]). Conclusion: This research substantiates the value of OGC-EGC (in)congruence to fully understand EPEB variations such that, EPEB will be boosted (hampered) when OGC is (in)congruent with EGC; a higher congruence between OGC and EGC leads to higher EPEB, the high-low combination of OGC and EGC results in lower EPEB compared to the low-high combination, and EEC plays a mediating role in the above relationships, offering the Chinese evidence and providing theoretical and practical implications for the optimization of the OGC-EGC combinations to strengthen EPEB. [ABSTRACT FROM AUTHOR]

Abstract Background In past decades, the Chinese government has enacted a series of ecological policies to encourage organizations, the pivotal institutional agents implementing national policies, and employees, the crucial micro-actors engaging in ecological construction, to bring about employee pro-environmental behavior (EPEB) which is the foundation to realize nation’s ecological strategies. Yet, the effectiveness of a widely adopted organizational-level green management practice “organizational green compensation” (OGC) and a typical individual-level green personality trait “employee green conscientiousness” (EGC) have been explored alone, ignoring the prevalence of various OGC-EGC combinations and failing to clarify the potential influences of OGC-EGC (in)congruence on EPEB. Our research endeavors to address this limitation by resolving the following two problems: What are the (in)congruence effects of OGC and EGC on EPEB in the Chinese context? And what is the underlying mechanism? Methods Study 1 surveyed EGC, OGC, and EPEB among 778 subordinate-supervisor dyads and sought to test two single effects and three sets of comparisons between and within the congruence and incongruence effects using the methodology of polynomial regression and response surface analysis. Study 2 measured EGC, OGC, employee environmental commitment (EEC), and EPEB among 713 subordinate-supervisor dyads and attempted to verify the mediating role of EEC employing the block variable approach. Results Study 1 found that OGC and EGC independently, positively promote EPEB (ß = 0.39, p

Scholars have gradually turned their attention to ethical leadership within the developing discussion of leaders' influence on employee pro-environmental behavior. However, few have regarded ethical leadership as an antecedent of employee pro-environmental behavior. Based on social and role identity theories, we investigated the mechanism by which ethical leadership affects employee pro-environmental behavior through employee environmental self-identity. We also explored the moderating role of behavioral integrity in the process of employee environmental self-identity being rendered into pro-environmental behavior. We gathered data from 284 subordinate–supervisor dyads across China's various regions and industries and utilized a regression analysis and bootstrapping test to evaluate our hypotheses, all of which were supported by the results. We found that employee environmental self-identity played a partial mediating role in the relationship between ethical leadership and employee pro-environmental behavior. When employees perceived that their leaders had a high (low) level of behavioral integrity, employee environmental self-identity was more (less) effectively transformed into pro-environmental behavior. Furthermore, the indirect effect of ethical leadership on employee pro-environmental behavior is higher (lower) through environmental self-identity at the same time. In response to calls to advance research on pro-environmental behavior and ethical leadership, our research reveals potential antecedents to employee pro-environmental behavior. [ABSTRACT FROM AUTHOR]

Drawing on social cognitive theory and social information processing theory, this study investigated how organizations' efforts to embody environmental corporate social responsibility (ECSR) shape consumer perception of a green corporate image through employees' environmental passion and pro‐environmental behavior (PEB). To test our hypotheses, we collected multisource time‐lagged data from 214 employee–customer dyads from hotel and banking sector organizations in Pakistan. The findings show that organizations' green corporate image is a function of their efforts to engage in ECSR activities as demonstrated through employees' environmental passion and PEB. These findings have important implications in the environment and management domains because it can help organizations draft useful strategies to counter environmental degradation and generate a green corporate image in customers' minds through employees' green behavior. [ABSTRACT FROM AUTHOR]

The aim of this study was to develop a novel cognitive dissonance intervention founded on the action-based model for enhancing pro-environmental behavior. Based on intraindividual feedback on the expression of personal pro-environmental attitudes and behavior the study confirms the effect of cognitive dissonance intervention to foster pro-environmental behavior. The effect of this intervention could be demonstrated for the home as well as for the work context, although the effects for the work domain were lower. This can be explained by specific situational conditions of the work domain. Autonomy for pro-environmental behavior is significantly lower in the work context than in the home context and significantly moderates the effect of the cognitive dissonance intervention. The present work provides information on how pro-environmental behavior can be influenced in different contexts as well as the significance of situational framework conditions for the effect of behavior-changing interventions. [ABSTRACT FROM AUTHOR]

As the public’s call for corporate green development grows, more and more companies are joining the green development team. Environmental responsible leadership, as a leadership style focused on the construction of enterprises, has attracted widespread attention from the corporate and academic communities. Meanwhile, the pro-environmental behavior of employees is the key link in the implementation of green policies in enterprises. To clarify the mechanism of environmental responsible leadership on employee pro-environmental behavior, a moderated mediation model was constructed. This model examined the mediating role of employment relationship atmosphere between environmental responsible leadership and employee pro-environmental behavior, and examined the moderating role of social distance on the relationship between environmental responsible leadership and employment relationship atmosphere. The employment relationship atmosphere focuses on the level of trust, respect, and cooperation between managers and employees. Within a good employment relationship atmosphere, employees find that environmental responsible leaders treat them positively, and according to social exchange theory, in order to give back to the leaders, employees will take the initiative to perform the behaviors expected by the leaders, such as employee pro-environmental behaviors. We conducted a study on employees of five enterprises in Shanxi Province, and analyzed the questionnaire data using SPSS and AMOS. The results showed that environmental responsible leadership has a significant positive effect on employee pro-environmental behavior; employment relationship atmosphere plays a mediating role between environmental responsible leadership and employee pro-environmental behavior; social distance plays a moderating role in the relationship between environmental responsible leadership and employment relationship atmosphere, that is, the closer the social distance, the stronger the impact of environmental responsible leadership on employment relationship atmosphere.

The aim of this study was to develop a novel cognitive dissonance intervention founded on the action-based model for enhancing pro-environmental behavior. Based on intraindividual feedback on the expression of personal pro-environmental attitudes and behavior the study confirms the effect of cognitive dissonance intervention to foster pro-environmental behavior. The effect of this intervention could be demonstrated for the home as well as for the work context, although the effects for the work domain were lower. This can be explained by specific situational conditions of the work domain. Autonomy for pro-environmental behavior is significantly lower in the work context than in the home context and significantly moderates the effect of the cognitive dissonance intervention. The present work provides information on how pro-environmental behavior can be influenced in different contexts as well as the significance of situational framework conditions for the effect of behavior-changing interventions.

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. [ABSTRACT FROM AUTHOR]

Haiyan Zhang,1 Shuwei Sun2 1Business School, Jiangsu Normal University, Xuzhou City, Jiangsu, People’s Republic of China; 2School of Mathematics and Statistics, Xuzhou University of Technology, Xuzhou, Jiangsu, People’s Republic of ChinaCorrespondence: Shuwei SunSchool of Mathematics and Statistics, Xuzhou University of Technology, No. 2 Lishui Road, Yunlong, Xuzhou, Jiangsu, 221111, People’s Republic of ChinaTel +86 15996963525Fax +86 051683105396Email ssw@xzit.edu.cnPurpose: Studies of GHRM practices number in thousands; however, they have failed to provide Chinese contextual evidence for their interactive effects on employee pro-environmental behavior (EPEB). To bridge this research gap as well as to address organizational practitioners’ concern in GHRM practices, our study explores the possible interactive effect of green compensation (GC) and green training (GT), which are two core practices of GHRM and are widely employed by Chinese organizations simultaneously, on EPEB drawing on self-determination theory, and unravels the underlying mechanism by introducing employee green self-accountability (EGSA) as a mediator based on the cognitive dissonance theory of self-standards.Methods: Using on-line survey and five-point Likert rating method, employees (N=847) working in Chinese organizations were requested to self-rate GC, GT, and EGSA; their direct supervisors were invited to evaluate EPEB. The mediated moderation testing procedures with SPSS and the bootstrapping approach with MPLUS were adopted to test the mediated moderation.Results: When being used separately, GC and GT are positively related to EPEB (β=0.426, p < 0.001; β=0.368, p < 0.001). When being adopted simultaneously, a negative relationship (the simple slope=− 0.454, t=3.671, p=0.000) exists between GC and EPEB at higher-level GT. EGSA partially mediates the negative interaction with 95% bias-corrected confidence intervals [− 0.054, − 0.018].Conclusion: In the Chinese context, when being used simultaneously with high–high combination, GC and GT negatively interact with each other to engender the squeezed effect of intrinsic motivation by extrinsic motivation, which directly impairs EPEB, and cause employee cognitive dissonance of self-standards, which indirectly weakens EPEB through reducing EGSA. This paper is an attempt to show novelty in identifying negative interactions between GC and GT in EPEB in China and a mediating role of EGSA. Additionally, it addresses organizational practitioners’ concern well and provides important implications for decision-making in GHRM practices and EPEB enhancement.Keywords: green compensation, green training, employee pro-environmental behavior, employee green self-accountability, cognitive dissonance of self-standards, mediated moderation

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., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Zhou, Ning, He and Li.)

Climate change is a serious global issue that poses many risks to environmental and human systems. Although human activity is cited as the main cause of climate change and organizations significantly contribute to climate change, research that investigates workplace pro-environmental behaviors remains scarce. We develop and test a model that links environmentally-specific transformational leadership and leaders' workplace pro-environmental behaviors to employees' pro-environmental passion and behaviors. Structural equation modeling on data from 139 subordinate-leader dyads ( M ages = 37.42 and 40.17 years, respectively) showed that leaders' environmental descriptive norms predicted their environmentally-specific transformational leadership and their workplace pro-environmental behaviors, both of which predicted employees' harmonious environmental passion. In turn, employees' own harmonious environmental passion and their leaders' workplace pro-environmental behaviors predicted their workplace pro-environmental behaviors. These findings show that leaders' environmental descriptive norms and the leadership and pro-environmental behaviors they enact play an important role in the greening of organizations. Conceptual and practical implications are discussed. Copyright © 2012 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Based on the trickle-down effect model, social learning theory and trait activation theory, this study explores the mechanisms of multi-level responsible leadership on employees' pro-environmental behaviors in the hotel industry in China. The results show that responsible leadership positively influences employees' pro-environmental behaviors; mid-level responsible leadership significantly mediates the positive relationship between high-level responsible leadership and employees' pro-environmental behaviors; and the perceived role of ethics and social responsibility positively moderates the relationship between responsible leadership and employees' pro-environmental behaviors. The results of this study provide empirical support for further analysis of the "black box" of responsible leadership on employees' pro-environmental behaviors, fill the gap of the trickle-down model in leadership, and provide new directions for sustainable value creation in hospitality industry organizations.