Antecedents of voluntary pro-environmental behavior among textile industry employees in Pakistan
The Pakistani textile industry is a major contributor to pollution in the country, which underscores the urgent need for it to shift towards environmental sustainability. Based on the theories of social exchange and social identity, this research investigated how perceptions of organizational and...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2023
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| Subjects: | |
| Online Access: | http://psasir.upm.edu.my/id/eprint/111803/1/SPE%202023%203%20IR.pdf http://psasir.upm.edu.my/id/eprint/111803/ |
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| Institution: | Universiti Putra Malaysia |
| Language: | English |
| Summary: | The Pakistani textile industry is a major contributor to pollution in the country, which
underscores the urgent need for it to shift towards environmental sustainability. Based
on the theories of social exchange and social identity, this research investigated how
perceptions of organizational and colleague support towards the environment,
environmentally specific servant leadership, and green human resource management
(GHRM) practices affect the voluntary pro-environmental behavior (VPEB) of
employees in the Pakistani textile industry. This study also tested the mediating role of
organizational identity in the influence of green climate on employees’ VPEB.
Additionally, the moderating role of psychological empowerment in the perceived
organizational support towards environment- environmentally specific servant
leadership relationship, as well as in the impact of green climate on organizational
identity, was examined. To collect data, a survey questionnaire was administered to 459
employees and 109 managers at two time points. The results from the SmartPLS analysis
indicated that perceived organizational support towards environment, environmentally
specific servant leadership, perceived colleague support towards environment, and
GHRM practices significantly influence employees’ VPEB. This confirms the principles
of the Social Exchange Theory which posits that positive actions (like organizational
support) lead to reciprocated positive behaviors (like employees' VPEB). This study also
found that organizational identity mediated the impact of green climate on VPEB. The
study enriches the Social Identity Theory by demonstrating that a green climate can
foster an organizational identity among employees. This, in turn, boosts their
engagement in carrying out VPEB. Therefore, developing practices that cultivate an
organization’s green climate is essential. The results further verified the moderating
effect of psychological empowerment on the link between green climate and
organizational identity. Thus, the results reaffirm the principles of the Social Exchange
Theory, highlighting the nuanced role of psychological empowerment as a moderating
force that bridges the connection between a green climate and organizational identity.
However, psychological empowerment failed to exhibit a significant moderating
influence on the impacts of the perceived organizational support towards environment-
environmentally specific servant leadership relationship. This research’s findings have
identified key antecedents, underlying mechanisms, and conditional effects pertaining to
VPEB. In doing so, this study not only broadens the VPEB literature, but also contributes
to research on GHRM and psychological empowerment. |
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