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Journal ArticleDOI

Multilevel Influences on Voluntary Workplace Green Behavior Individual Differences, Leader Behavior, and Coworker Advocacy

01 May 2017-Journal of Management (SAGE Publications)-Vol. 43, Iss: 5, pp 1335-1358
TL;DR: This article found that conscientiousness and moral reflectiveness were associated with the voluntary workplace green behavior of group leaders and individual group members and found a direct relationship between leader green behavior and the green behaviour of individual subordinates as well as an indirect relationship mediated by green advocacy within work groups.
About: This article is published in Journal of Management.The article was published on 2017-05-01. It has received 333 citations till now. The article focuses on the topics: Organizational citizenship behavior & Organizational behavior.
Citations
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01 Jan 2000
TL;DR: “As a boy and then as an adult, I never lost my wonder at the personality that was Einstein.”
Abstract: 在翟象俊主编的《大学英语》第2册第5单元中,有这样一个句子:“As a boy and then as an adult, I never lost my wonder at the personality that was Einstein.”教参中指出“the personality that was Einstein”应理解为“the personality which was the most striking characteristic of Einstein”,该句译为“作为一个孩子,到后来作为一个成人,我一直对爱因斯坦的个性惊叹不已”。很明显,在这里译者把“personality”理解为“个性,人格”,但本人认为应译为“人物,名人”更妥。“personality”可作“个性,人格”讲,但它还有另外一个重要意思。在陆谷孙主编的《英汉大词典》(1993年版)中,“personality”第3条释义为:“个人,人物,名人”:“appoint a personality to lead a campaign,派一个人去领导一场运动”。“a personality in the news,新闻人物”。在...

1,096 citations

Journal ArticleDOI
TL;DR: In this article, a conceptual model based on person-environment interaction, job performance, and motivational theories is proposed to structure a multilevel review of the employee green behavior (EGB) literature and agenda for future research.
Abstract: We propose a conceptual model based on person–environment interaction, job performance, and motivational theories to structure a multilevel review of the employee green behavior (EGB) literature and agenda for future research. We differentiate between required EGB prescribed by the organization and voluntary EGB performed at the employees’ discretion. The review investigates institutional-, organizational-, leader-, team-, and employee-level antecedents and outcomes of EGB and factors that mediate and moderate these relationships. We offer suggestions to facilitate the development of the field, and call for future research to adopt a multilevel perspective and to investigate the outcomes of EGB.

385 citations


Cites background from "Multilevel Influences on Voluntary ..."

  • ...Leaders’ behavior also appears to set an example for employees to follow (Robertson & Barling, 2013), although this might be mediated by factors at other levels (Kim et al., 2014)....

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  • ...Social norms, which includes group-level climate, are reported to have positive influence on members’ required (Siero et al., 1989) and voluntary (Kim et al., 2014) EGB....

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  • ..., 1989) and voluntary (Kim et al., 2014) EGB. In all of these studies, norms were also found to mediate other relationships. Team-level behavior and beliefs are important contextual factors for EGB. On the one hand, group goal setting has been shown to have positive outcomes for required EGB on construction sites (Lingard, Gilbert, & Graham, 2001). On the other hand, Carrico and Reimer (2011) report that collective beliefs about the group’s ability to perform and action and achieve a desired outcome have a positive effect on members’ voluntary EGB....

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  • ...We were surprised to find that only one study included in this review measured aspects of employees’ personality (Kim et al., 2014)....

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  • ...In this regard, Kim et al. (2014) describe a social process whereby the shared values of the group influence individual EGB....

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Journal ArticleDOI
TL;DR: In this paper, the authors identify, synthesize, and organize three streams of micro-CSR studies focusing on individual drivers of CSR engagement, individual processes, and individual reactions to CSR initiatives into a coherent behavioral framework.
Abstract: This article aims to consolidate the psychological microfoundations of corporate social responsibility (CSR) by taking stock and evaluating the recent surge of person-focused CSR research. With a systematic review, the authors identify, synthesize, and organize three streams of micro-CSR studies—focused on (i) individual drivers of CSR engagement, (ii) individual processes of CSR evaluations, and (iii) individual reactions to CSR initiatives—into a coherent behavioral framework. This review highlights significant gaps, methodological issues, and imbalances in the treatment of the three components in prior micro-CSR research. It uncovers the need to conceptualize how multiple drivers of CSR interact and how the plurality of mechanisms and boundary conditions that can explain individual reactions to CSR might be integrated theoretically. By organizing micro-CSR studies into a coherent framework, this review also reveals the lack of connections within and between substreams of micro-CSR research; to tackle them, this article proposes an agenda for further research, focused on six key challenges.

369 citations


Cites background from "Multilevel Influences on Voluntary ..."

  • ..., 1999); more recent works stress the role of reflexivity in relation to the daily experience of morality, or moral reflectiveness (Reynolds, 2008), as a driver of CSR (Kim et al., 2014)....

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  • ...Of the Big Five personality traits, only conscientiousness (a tendency to be thorough, careful, or vigilant) influences voluntary workplace green behaviors indirectly, through its effect on moral conscientiousness, in a multilevel study by Kim et al. (2014)....

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  • ...Early studies of generic moral motives emphasized commitment to ethics (Weaver et al., 1999); more recent works stress the role of reflexivity in relation to the daily experience of morality, or moral reflectiveness (Reynolds, 2008), as a driver of CSR (Kim et al., 2014)....

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Journal ArticleDOI
TL;DR: In this article, the impact of green human resource management and green supply chain management practices on the Triple Bottom Line of sustainable performance in the manufacturing sector in Palestine has been investigated using the partial least squares structural equation modeling.

349 citations

References
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Journal ArticleDOI
TL;DR: In this article, the adequacy of the conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice were examined, and the results suggest that, for the ML method, a cutoff value close to.95 for TLI, BL89, CFI, RNI, and G...
Abstract: This article examines the adequacy of the “rules of thumb” conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice. Using a 2‐index presentation strategy, which includes using the maximum likelihood (ML)‐based standardized root mean squared residual (SRMR) and supplementing it with either Tucker‐Lewis Index (TLI), Bollen's (1989) Fit Index (BL89), Relative Noncentrality Index (RNI), Comparative Fit Index (CFI), Gamma Hat, McDonald's Centrality Index (Mc), or root mean squared error of approximation (RMSEA), various combinations of cutoff values from selected ranges of cutoff criteria for the ML‐based SRMR and a given supplemental fit index were used to calculate rejection rates for various types of true‐population and misspecified models; that is, models with misspecified factor covariance(s) and models with misspecified factor loading(s). The results suggest that, for the ML method, a cutoff value close to .95 for TLI, BL89, CFI, RNI, and G...

76,383 citations

Journal ArticleDOI
TL;DR: In this paper, the statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined, and a drawback of the commonly applied chi square test, in additit...
Abstract: The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addit...

56,555 citations


"Multilevel Influences on Voluntary ..." refers methods in this paper

  • ...An additional analysis for the validity of our VWGB and green advocacy measures was performed following Fornell and Larcker (1981)....

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Journal ArticleDOI
TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.

52,531 citations

Journal ArticleDOI
TL;DR: This transmutability of the validation matrix argues for the comparisons within the heteromethod block as the most generally relevant validation data, and illustrates the potential interchangeability of trait and method components.
Abstract: Content Memory (Learning Ability) As Comprehension 82 Vocabulary Cs .30 ( ) .23 .31 ( ) .31 .31 .35 ( ) .29 .48 .35 .38 ( ) .30 .40 .47 .58 .48 ( ) As judged against these latter values, comprehension (.48) and vocabulary (.47), but not memory (.31), show some specific validity. This transmutability of the validation matrix argues for the comparisons within the heteromethod block as the most generally relevant validation data, and illustrates the potential interchangeability of trait and method components. Some of the correlations in Chi's (1937) prodigious study of halo effect in ratings are appropriate to a multitrait-multimethod matrix in which each rater might be regarded as representing a different method. While the published report does not make these available in detail because it employs averaged values, it is apparent from a comparison of his Tables IV and VIII that the ratings generally failed to meet the requirement that ratings of the same trait by different raters should correlate higher than ratings of different traits by the same rater. Validity is shown to the extent that of the correlations in the heteromethod block, those in the validity diagonal are higher than the average heteromethod-heterotrait values. A conspicuously unsuccessful multitrait-multimethod matrix is provided by Campbell (1953, 1956) for rating of the leadership behavior of officers by themselves and by their subordinates. Only one of 11 variables (Recognition Behavior) met the requirement of providing a validity diagonal value higher than any of the heterotrait-heteromethod values, that validity being .29. For none of the variables were the validities higher than heterotrait-monomethod values. A study of attitudes toward authority and nonauthority figures by Burwen and Campbell (1957) contains a complex multitrait-multimethod matrix, one symmetrical excerpt from which is shown in Table 6. Method variance was strong for most of the procedures in this study. Where validity was found, it was primarily at the level of validity diagonal values higher than heterotrait-heteromethod values. As illustrated in Table 6, attitude toward father showed this kind of validity, as did attitude toward peers to a lesser degree. Attitude toward boss showed no validity. There was no evidence of a generalized attitude toward authority which would include father and boss, although such values as the VALIDATION BY THE MULTITRAIT-MULTIMETHOD MATRIX

15,795 citations


"Multilevel Influences on Voluntary ..." refers methods in this paper

  • ...In order to further examine the convergent and discriminant validity of our measures (Campbell & Fiske, 1959), we collected and analyzed data from 64 employed MBA students at a U.S. university....

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Book
01 May 1985
TL;DR: In this paper, the authors review the book "Leadership and performance beyond expectation" by Bernard M. Bass, and present a review of the book and the book's methodology.
Abstract: The article reviews the book "Leadership and Performance Beyond Expectations," by Bernard M. Bass.

10,383 citations