Main Article Content

Abstract

In the recent decade, the literature on corporate greening, sustainability, and environmental performance has burgeoned. Organizational citizenship behaviour for the environment (OCBE), defined as employees’ voluntary behaviours that aim to contribute to the organization’s environmental management, has recently attracted considerable scholarly attention. Through a holistic review and synthesis of the current literature on OCBE, we aim to bridge the gaps in the literature and provide new and novel insights into the cascading effect of leaders’ OCBE throughout the organization. Specifically, we delineate the link between leaders’ OCBE engagement and followers’ propensity to engage in OCBE, a link mediated by organizational green culture (OGC). In addition, given the lack of attention to intra-personal variables in the OCBE literature, we also aim to explain the moderating effect of personality in the proposed mediated relationship. Theoretically, from the social learning and social exchange lenses, the paper contributes to the current literature by explaining the interplay between interpersonal (leaders’ behaviour) and organizational (OGC) variables in predicting employees’ OCBE. We also highlight the role of the personality trait of openness to experience as a boundary condition that can affect employees’ propensity to perform high-intensity OCBE. From a practical perspective, this paper offers valuable insights for management and HR practitioners who are committed to effective environmental management and sustainability.

Keywords

Organizational Citizenship Behaviour for the Environment (OCBE) Employee Green Behaviour Leaders’ Green Behaviour Organizational Green Culture (OGC) Human Resources Personality Traits

Article Details

Author Biographies

Cheng Zheng, Sprott School of Business, Carleton University, Ontario, Canada

Cheng Zheng is a PhD student at Carleton University, his research is mainly in the area of organizational behaviour, workplace ethics, and sustainability. 

Ruth McKay, Sprott School of Business, Carleton University, Ontario, Canada

Ruth McKay is an Associate Professor at Carleton University in the Sprott School of Business in the area of management and strategy. She researches and consults in the area of organizational design and workplace bullying. Ruth has worked with the Conference Board of Canada on researching individual and organizational issues related to workplace bullying. This focus also includes student evaluations and bullying. She also engages in research in resilience and climate adaptation in housing, organizational deinstitutionalization, ethics and obedience to authority.

Cristina Ciocirlan, School of Business, Elizabethtown College, Pa, USA

Dr. Ciocirlan is the 2015 recipient of a U.S. Fulbright Scholar Award in the U.K., to study environmental behaviors in organizations at Durham University. She worked with local and international banks and consulted with several small and medium-sized businesses. As a graduate student, she received full scholarships to study in Prague, the Czech Republic, Budapest, Hungary and Colchester, U.K. She presented several papers at national and state conferences (several of which won "The Best Paper Award") and published her research in peer-reviewed journals. Her research interests focus on environmental psychology, diversity, inclusion, and equity in organizations, managerial decision-making, and family business management. Dr. Ciocirlan teaches Management and Organizational Behavior, Talent Management, and People Analytics.

How to Cite
Zheng, C., McKay, R., & Ciocirlan, C. (2024). Green Waves: How Leaders’ Actions Shape Employee Behaviours, a Moderated Mediation Model of Organizational Green Culture and Personality Traits. International Journal of Applied Research in Management and Economics, 7(4), 1–20. https://doi.org/10.33422/ijarme.v7i4.1429