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This study aims to reveal whether green perceived organizational support has a mediating role in the relationship between managers’ green transformational leadership and the green self-efficacy beliefs of employees.

The textile industry is a sector with fast and cheap production and is the second most damaging sector to the environment due to excessive consumption and rapidly changing fashion trends. Hence, textile industry employees were selected as the research object. The data were collected by survey method from 274 people working in businesses operating in the textile sector in Türkiye. The collected data were analyzed in the SmartPLS 4 analysis program.

The analysis found that managers’ green transformational leadership increases employees’ green self-efficacy beliefs. Likewise, it was determined that managers’ green transformational leadership increases employees’ green perceived organizational support. The analysis also indicated that employees’ green perceived organizational support increases employees’ green self-efficacy beliefs. Finally, as a result of the analysis, it was concluded that green perceived organizational support is a complementary partial mediator variable in the relationship between managers’ green transformational leadership and employees’ green self-efficacy beliefs.

The available literature has overlooked the mediating role of green perceived organizational support in the relationship between managers’ green transformational leadership and the green self-efficacy beliefs of employees. This work makes new contributions to the literature and practice by revealing the significance of managers’ green transformational leadership and green perceived organizational support in increasing employees’ green self-efficacy beliefs.

In this study, a conceptual model was developed and analyzed to test the mediating role of positive psychological capital (PPC) in the impact of organizational support perceived by employees who continue their professional lives in the port sector, which is an important sub-branch of the maritime sector, on employee performance (EP).

The data for the analysis of the model in question were collected through a survey method from employees in the work site and units of 14 port enterprises in the Eastern Mediterranean region of Türkiye. A total of 406 usable data were analyzed with the SmartPLS 4 analysis program.

The analysis did not confirm the significant positive effect of perceived organizational support (POS) on EP. On the other hand, the analysis found that POS had a significant positive impact on PPC. Likewise, the significant positive effect of PPC on EP was confirmed. The analysis also concluded that PPC was the full mediator variable in the impact of POS on EP.

This study helps managers find out how they can improve employees' EP with qualified POS and PPC.

The current study reveals the role of PPC in the mechanism underlying the controversial relationship between POS and EP and, thus, contributes significantly to both literature and practice.