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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.

There is a growing awareness of green human resource management (GHRM) in the environmental sustainability research in hospitality and tourism literature. The extant literature also delineates review studies about GHRM. Despite the existence of these studies, there is still a paucity of research about a parsimonious model that includes the underlying mechanisms linking GHRM to multiple pro-environmental behaviors. In view of such a gap, using the ability-motivation-opportunity framework, social exchange theory, social information processing and reformulation of attitude theories, and the happy-productive thesis as the theoretical underpinnings, our study proposes a conceptual model of GHRM. Specifically, our study links GHRM to organizationally valued pro-environmental behaviors such as task-related pro-environmental behaviors, proactive pro-environmental behaviors, green recovery performance, and green voice behavior through the mediating roles of work engagement and job satisfaction. In addition, our search of the relevant literature highlights eight indicators of GHRM such as green selective staffing, green training, green empowerment, green rewards, green career opportunities, green teamwork, green work-life balance, and green participation in decision making. Theoretical contributions and avenues for future research are discussed in the paper.

Research in organizational psychology has increasingly focused on understanding the determinants of \"green\" employee behavior. The present study used a daily diary design to investigate relationships between employees' daily affect, pro-environmental attitude, as well as daily task-related pro-environmental behavior (i.e., the extent to which employees complete required work tasks in environmentally friendly ways), and daily proactive pro-environmental behavior (i.e., the extent to which employees show personal initiative when acting in environmentally friendly ways at work). Fifty-six employees working in small businesses completed a baseline survey and two daily surveys over ten workdays. Daily unactivated positive affect and pro-environmental attitude positively predicted daily task-related pro-environmental behavior. In addition, daily activated positive affect positively predicted daily proactive pro-environmental behavior among employees with a less positive pro-environmental attitude but not among employees with a more positive pro-environmental attitude. These findings suggest that fostering pro-environmental attitudes and, to some extent, positive affect among employees could help organizations to promote pro-environmental behavior in the workplace.

Children are becoming less likely to have direct contact with nature. This ongoing loss of human interactions with nature, the extinction of experience, is viewed as one of the most fundamental obstacles to addressing global environmental challenges. However, the consequences for biodiversity conservation have been examined very little. Here, we conducted a questionnaire survey of elementary schoolchildren and investigated effects of the frequency of direct (participating in nature-based activities) and vicarious experiences of nature (reading books or watching TV programs about nature and talking about nature with parents or friends) on their affective attitudes (individuals’ emotional feelings) toward and willingness to conserve biodiversity. A total of 397 children participated in the surveys in Tokyo. Children’s affective attitudes and willingness to conserve biodiversity were positively associated with the frequency of both direct and vicarious experiences of nature. Path analysis showed that effects of direct and vicarious experiences on children’s willingness to conserve biodiversity were mediated by their affective attitudes. This study demonstrates that children who frequently experience nature are likely to develop greater emotional affinity to and support for protecting biodiversity. We suggest that children should be encouraged to experience nature and be provided with various types of these experiences.

Because making progress on sustainability-related challenges will require organizational change for most organizations, understanding sustainability dynamic capabilities is of utmost importance. In this theoretical paper, we aim to identify the microfoundations of such sustainability dynamic capabilities on the one hand but, consistent with recent work in this research stream, we do so in a way that is sensitive to the dynamism of the organizational environment. We propose that the microfoundations of sustainability dynamic capabilities will take different forms in different contexts. We contrast moderately dynamic contexts characterized by frequent yet relatively predictable change with highly dynamic contexts in which changes are rapid and not predictable. Achieving sustainability in these different types of contexts poses different types of challenges, relies on different forms of employee behaviors, and is consequently enabled by different individual-level characteristics and different organizational practices and processes. Our paper calls for a more serious consideration of context in investigating how employees' behaviors can affect sustainability at the organizational level, and outlines the implications for organizational policy and practice. We explore directions for future interdisciplinary research on sustainability that focuses on individuals and their interactions while also taking the environment within which organizations operate into account.

The importance of public participation in the successful implementation of climate change-related policies has been highlighted in previous research. However, existing environmental behavioral studies have not sufficiently addressed the relationship among perceptions of climate change, living conditions, social demographic factors and environmentally friendly behavior. Therefore, this paper investigates whether environmental perception and other social determinants such as living conditions and the subjective evaluation of social inequality affect environmentally friendly behavior. We use survey data (N = 1500) collected in Mumbai, India, and analyze our hypotheses using a structural equation model (SEM). The empirical results confirm the direct and indirect influences of environmentally related perceptions, the subjective evaluation of living environments, social factors and other demographic characteristics on pro-environmental behavior. In particular, we find a robust positive effect of education level on pro-environmental behavior, where we observe both a direct impact and an indirect impact through positive effects on environmental knowledge. Thus, we confirm the importance of living environment, social equality and education in sustainable urban planning and efforts to mitigate climate change.

Employees' pro-environmental behavior is crucial for accomplishing organizations' green initiatives. There is a dearth of empirical research that explored the underlying mechanism of environmentally specific servant leadership (ESL) influencing employees' pro-environmental behavior (EPB). The theoretical lens of self-efficacy theory is employed to explore the influence of ESL in predicting EPB. Employees' green self-efficacy was introduced as the mediator through which ESL influences EPB. Time-lagged data from 381 dyads of employee-supervisor from Pakistan's energy sector were collected during the months of June and July 2021 through systematic random sampling. The partial least squares structural equation modeling (PLS-SEM) technique was employed to analyze data and assess hypothesized relationships. The results show that all hypotheses are supported. Findings indicate that environmentally specific servant leadership has a significant direct impact on employees' pro-environmental behavior and employees' green self-efficacy partially mediates the positive influence of ESL on EPB. The study's managerial and theoretical implications are presented along with future research directions.

Many empirical studies examine the performance of pro-environmental behavior. A review of 49 recent studies revealed 42 unique measures of pro-environmental behavior. Analysis of these studies indicates a lack of consistency among the various behavioral measures. To address the issue of inconsistency in such a critical variable, I developed a new measure, the Pro-Environmental Behavior Scale (PEBS). The behaviors included in this scale are those identified by environmental scientists as having the greatest impact on the environment. Principal components analysis generated a 19-item scale with four dimensions. Coefficient alpha for the full scale was .76. Coefficient alphas for the subscales ranged from .62 to .74. Bivariate Pearson correlations between the PEBS and the New Ecological Paradigm Scale, the Environment Identity Scale, and the Environmental Regulations Attitude Scale demonstrated the scale’s construct validity. Test-retest correlations were strong, demonstrating reliability of the PEBS.

espite a strong scientific consensus about the existence of anthropogenic climate change, widespread scepticism in the general population continues to exist. Past research has largely relied on self-reported behaviours or behavioural intentions when investigating downstream ‘behavioural’ consequences of climate change denial. As a consequence, there remains a large gap in the literature about how belief in climate change interacts with the pursuit of self-interested, environmentally harmful behaviours. To fill that gap, the present research uses a novel, experimental economic paradigm that allows to attach true environmental consequences to laboratory decisions. Based on ∼56 000 pollution decisions from 2273 participants in more than 30 countries, we find that belief in climate change meaningfully affects decision-making. Our results show that climate change scepticism predicts self-interested choices and showcases that sceptics have an insensitive acceptance of emissions, reaping benefits no matter how large the climate cost are or how small the personal benefits become. Therefore, our results critically augment meta-analytic evidence arguing that downstream behavioural consequences are small to medium in their effect size. We discuss the use of experimental economic paradigms as a crucial innovation tool for psychological research addressing people’s willingness to engage in climate action.

Despite the significance of pro-environmental behavior (PEB) in the workplace, most of the existing studies have neglected its negative work outcomes. Drawing upon moral licensing theory and cognitive dissonance theory, we construct a conceptual model of the influence mechanism of employees’ PEB (i.e., public-sphere PEB, private-sphere PEB) on workplace deviance through psychological entitlement, and the moderating effect of rationalization of workplace deviance on the relationship between psychological entitlement and workplace deviance. Using two-stage survey data from 216 employees in China, we performed hierarchical regression analysis and structural equation modeling method to test our hypotheses. Our findings reveal that public-sphere PEB positively affects psychological entitlement, while private-sphere PEB negatively affects psychological entitlement. Psychological entitlement further positively affects workplace deviance. In addition, rationalization of workplace deviance strengthens the positive impact of psychological entitlement on workplace deviance. This study offers novel insights into the dark side of PEB literature by exploring the PEB–workplace deviance relationship. This study also contributes to managerial implications of how PEB leads to workplace deviance and how to address this issue.