Rameshwar Shivadas Ture and M.P. Ganesh
The purpose of this paper is to understand the influence of individual and organisational factors on pro-environmental behaviours of the employees at the workplace.
Abstract
Purpose
The purpose of this paper is to understand the influence of individual and organisational factors on pro-environmental behaviours of the employees at the workplace.
Design/methodology/approach
A model explaining pro-environmental behaviours at workplace has been proposed based on contemporary literature related to value-belief-norm (VBN) theory, corporate environmentalism framework and norm. A cross-sectional survey was carried out in 20 manufacturing organisations in India and 383 useful individual responses were collected. The proposed model has been tested with the help of structural regression analysis.
Findings
The results of the study show that both individual characteristics as well as organisational efforts influence employees’ pro-environmental behaviours. However, the effect varies as per the type of behaviour. Personal norm mediates the relationship between subjective social norm and two types of pro-environmental behaviours.
Research limitations/implications
An individual faces subjective or objective constraints while exhibiting pro-environmental behaviours. The effect of subjective or the objective constraint needs to be explored in future studies.
Originality/value
To explain pro-environmental behaviours at workplace the authors tested VBN theory, as it was overlooked till date in management literature. It also contributes to the VBN literature by extending it to include organisational variables like corporate environmentalism and social psychological variable like social norm.
Details
Keywords
Jyothilakshmy Haridas, Rameshwar Shivadas Ture and Ajith Kumar Nayanpally
The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose…
Abstract
Purpose
The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose of this paper is to check association between perceived organizational career management practices, trust in management and turnover intentions.
Design/methodology/approach
In this study, authors proposed a model based on social exchange theory. Data for this study were collected from 405 IT professionals employed in India. The proposed model was tested using structural equation modelling.
Findings
Results showed significant direct and indirect negative effect of perceived informal organizational career management on turnover intention. In case of perceived formal organizational career management only indirect effect was significant. Trust in management mediated relationship between both types of organizational career management and turnover intentions.
Originality/value
First, this study delineated effect of formal and informal perceived organizational career management practices on turnover intentions. Second, this study introduced trust in management as mediator to explain relationship between organizational career management practice and outcome.