This article investigates in two ways the use and reporting of marker variables to detect common method variance (CMV) in organizational research. First, a review of 398 empirical articles and 41 unpublished dissertations that employ marker variables indicates that authors are not reporting adequate information regarding marker variable choice and use, are choosing inappropriate marker variables, and are possibly making errors in their assessment of CMV effects. Second, two data sets are presented that investigate the properties of six prospective markers to assess the degree to which they capture specific, measurable causes of CMV and the conclusions these markers produce when applied to substantive relationships. Results from the review and empirical investigation are used to expand the set of conditions scholars should consider when determining whether to employ a marker technique over other alternatives for detecting and controlling CMV and how best to do so.

Missing the Mark: Problems with Marker Variable Choice, Reporting, and Interpretation in the Detection of Common Method Variance

Fostering employee's pro-environmental behavior through green transformational leadership, green human resource management and environmental knowledge

Investigating the link between managers' green knowledge and leadership style, and their firms' environmental performance: The mediation role of green creativity

The healthcare sector throughout the world is identified for its outsized carbon footprint. Despite the mounting importance of employees' pro-environmental behavior (PEB) for decarbonization, the role of PEB in a healthcare context was less emphasized previously, especially in a developing country context. To address this knowledge gap, the current work was carried out to examine the relationship between a hospital's corporate social responsibility (CSR) initiatives and PEB with the mediating effect of environmental-specific transformational leadership (ESTL). At the same time, the conditional indirect effect of altruistic values (AV) was also considered in the above relationship. The data were collected through a questionnaire by employing a paper-pencil method from the hospital employees (n = 293). By considering the structural equation modeling, the hypothesized relationships were validated. The results indicated that CSR directly (β1 = 0.411) and indirectly, via ESTL, (β4 = 0.194) influenced the PEB of employees. It was also realized that A.V produced a conditional indirect effect in this relationship (β5 = 0.268). This work tends to help a hospital to improve its environmental footprint through CSR and ESTL. Moreover, the current work also highlights the role of employees' values (e.g., A.V) to guide the environment-specific behavior of employees. 

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Conceptualizing the Role of Target-Specific Environmental Transformational Leadership between Corporate Social Responsibility and Pro-Environmental Behaviors of Hospital Employees

Tourism and hospitality have been recognized as leading economic sectors globally. Before the outbreak of COVID-19, it was estimated that the tourism and hospitality sector was growing by around 4% each year. Although the economic-efficiency-led hypothesis of the tourism and hospitality sector is strong, there is another perspective related to tourism and hospitality. That is, tourism and hospitality are not as “green” as they were supposed to be. Indeed, this sector is known for its outsized carbon footprint. It is estimated that, if not managed efficiently, the GHG contribution of the tourism sector will grow in the future. Specifically, the hotel business accounts for 1% of total global greenhouse gas emissions (GHG), which is huge. Responding to these significant issues, this study investigates the relationship between the corporate social responsibility (CSR) activities of a hotel enterprise and employees’ pro-environmental behavior (PEB). The mediating role of environmental-specific transformational leadership (ESTFL) and the moderating role of green perceived organizational support (GPOS) were also tested in the above relationship. The data were collected by the employees through a self-administered questionnaire. The hypothesized relations were statistically investigated by using structural equation modeling (SEM). The findings revealed that CSR activities of a hotel not only influence employees’ PEB directly, but the mediating role of ESTFL was also significant. At the same time, the conditional indirect role of GPOS was also confirmed. This study offers different theoretical and practical insights, which have been discussed in detail.

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The Role of CSR for De-Carbonization of Hospitality Sector through Employees: A Leadership Perspective

Organizational management practices in promoting sustainable development of the ecological environment are becoming a crucial way for enterprises to gain competitive advantages However, whether the goal of such practices can be achieved depends on employees' perception of environmental problems and the way they act Therefore, it is important to stimulate employees' pro-environment behaviors through management activities Building on affective events theory and self-determination theory, we examined the effect of environmentally specific transformational leadership on employees' pro-environmental behaviors (PEBs), as well as the potential mediating effects of environmental passion and autonomous motivation A cross-sectional survey was conducted among 214 employees in China Structural equation modeling was performed to test the theory-driven models The results showed that environmentally specific transformational leadership positively predicted employees' PEBs, and that environmental passion and autonomous motivation mediated this relationship, respectively Furthermore, multiple-mediating testing results showed that environmental passion and autonomous motivation played sequential mediating roles in the link of environmentally specific transformational leadership to PEBs This research unveiled environmental passion and autonomous motivation as underlying mechanisms that accounted for the link between transformational leadership and PEBs

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Environmentally Specific Transformational Leadership and Employee's Pro-environmental Behavior: The Mediating Roles of Environmental Passion and Autonomous Motivation.

Jiaxin Xue

Papers

Environmentally Specific Transformational Leadership and Employee's Pro-environmental Behavior: The Mediating Roles of Environmental Passion and Autonomous Motivation.