Results for 'Employee green behavior'

978 found
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  1.  12
    Perceived greenwashing and employee green behavior: The roles of green organizational identity and self‐serving leadership.Yufei Ma, Shuming Zhao, Jiaxi Chen, Chenhong Hu & Jiaojiao Qu - forthcoming - Business Ethics, the Environment and Responsibility.
    Greenwashing has become a common way in which many enterprises address expectations related to corporate social responsibility. As an abnormal and fake type of social responsibility behavior, greenwashing causes many problems, thus highlighting the importance of exploring the impact of corporate greenwashing. However, previous studies have mainly examined the impacts of greenwashing on enterprises, industry, and society, and the impact of greenwashing on individual employee behavior, which is important with regard to the sustainability of the enterprise, remains (...)
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  2.  59
    Value Congruence: A Study of Green Transformational Leadership and Employee Green Behavior.Xingdong Wang, Kong Zhou & Wenxing Liu - 2018 - Frontiers in Psychology 9:317025.
    This study examined the extent to which the impact of green transformational leadership on employee green behavior through follower perceptions of value congruence. Path analyzing on data from 193 subordinate-leader dyads showed that followers’ value congruence with their leader mediated the effects of green transformational leadership on employee green behavior. Results also supported that green identity moderated the indirect effect of green transformational leadership on employee green behavior (...)
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  3.  23
    Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance.Lingyun Mi, Yuhuan Sun, Xiaoli Gan, Hang Yang, Tao Lv, Ke Shang, Yaning Qiao & Zhiping Jiang - 2020 - Frontiers in Psychology 11.
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  4.  16
    How to facilitate employees’ green behavior? The joint role of green human resource management practice and green transformational leadership.Tingting Chen & Zhanyong Wu - 2022 - Frontiers in Psychology 13.
    Given the severity of today’s environmental issues, companies are increasingly making green concepts a key component of their operational strategies. As an essential complement to corporate environmental strategy, employees’ green behavior has received attention from all sectors of society. Based on resource conservation theory, this study explores the formation mechanism of employees’ green behaviors in enterprises starting from two green management tools: green human resource management practices and green transformational leadership. Through two-stage questionnaire (...)
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  5.  23
    From Passive to Active: The Positive Spillover of Required Employee Green Behavior on Green Advocacy.Shujie Zhang, Shuang Ren & Guiyao Tang - 2024 - Journal of Business Ethics 192 (1):57-76.
    This research investigates whether required employee green behavior can spill over to a proactive form of green behavior termed green advocacy. Drawing on self-perception theory, we theorize and test a moderated mediation model in which required employee green behavior is positively associated with green advocacy via the mediation of pro-environmental self-identity, with the strength of such association contingent upon employee moral identity. Data collected in three waves from 297 employees (...)
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  6.  24
    How Environmental Leadership Boosts Employees’ Green Innovation Behavior? A Moderated Mediation Model.Binfeng Xu, Xiaopei Gao, Wenjing Cai & Lin Jiang - 2022 - Frontiers in Psychology 12.
    We examined employees’ green organizational identity as a mediator and green organizational climate as a moderator in the relationship between environmental leadership and follower green innovation behavior. Through collecting data from public organizations in China at different times, we found that environmental leadership is positively related to employees’ green innovation behavior through increasing their green organizational identity. Meanwhile, the mediating relationship is conditional on the moderator of green organizational climate. The current study (...)
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  7.  23
    Correction to: From Passive to Active: The Positive Spillover of Required Employee Green Behavior on Green Advocacy.Shujie Zhang, Shuang Ren & Guiyao Tang - 2024 - Journal of Business Ethics 192 (1):77-77.
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  8.  54
    Relationship Among Green Human Resource Management, Green Knowledge Sharing, Green Commitment, and Green Behavior: A Moderated Mediation Model.Kalimullah Khan, Muhammad Shahid Shams, Qaisar Khan, Sher Akbar & Murtaza Masud Niazi - 2022 - Frontiers in Psychology 13.
    This study aims to examine the underlying mechanism of the relationship between perceived green human resource management and perceived employee green behavior. By drawing on attitude and social exchange theories, we examined green commitment as a mediator and green knowledge sharing as a moderator of the GHRM–EGB relationship. The study employs partial least square structural equation modeling to analyze 329 responses. Data were collected in two time lags. The empirical results confirmed that GC mediates (...)
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  9.  44
    How does environmental corporate social responsibility contribute to the development of a green corporate image? The sequential mediating roles of employees' environmental passion and pro‐environmental behavior.Muhammad Asghar Ali, Abdul Zahid Khan, Muhammad Umer Azeem & ul Haq Inam - 2023 - Business Ethics, the Environment and Responsibility 32 (3):896-909.
    Drawing on social cognitive theory and social information processing theory, this study investigated how organizations' efforts to embody environmental corporate social responsibility (ECSR) shape consumer perception of a green corporate image through employees' environmental passion and pro-environmental behavior (PEB). To test our hypotheses, we collected multisource time-lagged data from 214 employee–customer dyads from hotel and banking sector organizations in Pakistan. The findings show that organizations' green corporate image is a function of their efforts to engage in (...)
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  10.  11
    Appraising and reacting to voluntary green behavior at work: The effects of green motive attribution.Xue Zhang, Zhongqiu Li, Huilai Zhang & Qiwen Zhang - 2022 - Frontiers in Psychology 13.
    Starting from the perspective of social perception of voluntary employee green behavior and studies on the attribution of VEGB, we explore the phenomenon that employees can show different perceptions and behavioral responses to VEGB according to their attribution to VEGB. We served to examine the hypotheses. The results of a two-wave study show that when employees believe VEGB is motivated by instrumental concerns, VEGB is more likely to evoke a low level of warmth and competence, which produces (...)
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  11.  19
    How Can Hotel Employees Produce Workplace Environmentally Friendly Behavior? The Role of Leader, Corporate and Coworkers.Shanting Zheng, Lin Jiang, Wenjing Cai, Binfeng Xu & Xiaopei Gao - 2021 - Frontiers in Psychology 12.
    Although previous studies have acknowledged that leaders’ such environmental behaviors and environmental issues are becoming critical for long-term development, little research has focused on why, how and when perceived environmentally specific servant leadership contributes to employees’ workplace environmentally friendly behavior in the hotel industry. This paper aims to fill this research gap by using social identity theory to test employees’ green role identity as a mediator and their perceived corporate environmental responsibility and perceived coworkers’ work group green (...)
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  12.  21
    Is There a Link Between Green Human Resource Management and Consumer Buying Behavior? The Moderating Role of Employee Diffidence.Yunxia Xiao, Rabia Younus, Wizra Saeed, Junaid Ul Haq & Xiuwen Li - 2022 - Frontiers in Psychology 13.
    Green Human Resource Management supports promoting and incorporating sustainable development with regard to their resources. Managers and customers actively utilize the limited resources efficiently and effectively to accomplish environment-friendly goals and objectives. The study focuses on investigating the moderating role of diffidence between Green HRM, among eco-friendly behavior and Employee Performance of frontline employees of the hospitality sector. Two hundred ten individuals particapted in the research from hospitality sector with regard to examine green HRM policies (...)
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  13. Different Shades of Green? The Role of Green HRM and Its Authenticity in Cultivating Employee Commitment to Environment and Organization.Thomas Van Waeyenberg & Judith H. Semeijn - forthcoming - Business and Society.
    Green human resource management (HRM) leverages the workforce to advance environmental sustainability. While prior research predominantly examined green HRM’s impact on employees’ environmental dedication, this study takes a more comprehensive approach by investigating employees’ broader commitment to the organization and examining a potential boundary condition. We posit that employees’ perceptions of green HRM, along with their beliefs in its authenticity, interact and relate to both pro-environmental behavior and affective organizational commitment. Results from a vignette experiment indicate (...)
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  14.  82
    A Meta-analytic Review of Ethical Leadership Outcomes and Moderators.Akanksha Bedi, Can M. Alpaslan & Sandy Green - 2016 - Journal of Business Ethics 139 (3):517-536.
    A growing body of research suggests that follower perceptions of ethical leadership are associated with beneficial follower outcomes. However, some empirical researchers have found contradictory results. In this study, we use social learning and social exchange theories to test the relationship between ethical leadership and follower work outcomes. Our results suggest that ethical leadership is related positively to numerous follower outcomes such as perceptions of leader interactional fairness and follower ethical behavior. Furthermore, we explore how ethical leadership relates to (...)
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  15.  43
    Interrelations Between Ethical Leadership, Green Psychological Climate, and Organizational Environmental Citizenship Behavior: A Moderated Mediation Model.Muhammad Aamir Shafique Khan, Moazzam du JianguoAli, Sharjeel Saleem & Muhammad Usman - 2019 - Frontiers in Psychology 10:475518.
    Synthesizing theories of ethical leadership, psychological climate, pro-environmental behavior, and gender, first, we proposed and tested a model linking supervisors’ ethical leadership and organizational environmental citizenship behavior via green psychological climate. Then we tested the moderating effect of gender on the indirect (via green psychological environment) relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Time-lagged (three waves, two months apart) survey data were collected from 447 employees in various manufacturing and service sector firms (...)
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  16.  18
    Can empowering leadership promote employees’ pro-environmental behavior? Empirical analysis based on psychological distance.Ting Yue, Chenchen Gao, Feiyu Chen, Lan Zhang & Mengting Li - 2022 - Frontiers in Psychology 13.
    Leadership styles, especially empowering leadership, affect the psychological relationship between employees and organizations, and then affect employees’ positive behavior in the organization. In this research, we studied the effects of empowering leadership and psychological distance on employees’ pro-environmental behavior and explored the mechanism of green organizational climate. By adopting correlation analysis, statistical analysis, and regression analysis, we conducted a multisource field study of 873 valid employee questionnaires to verify our theoretical model. The results showed that empowering (...)
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  17.  58
    Employee–Organization Pro-environmental Values Fit and Pro-environmental Behavior: The Role of Supervisors’ Personal Values.Hui Lu, Xia Liu, Hong Chen & Ruyin Long - 2019 - Science and Engineering Ethics 25 (2):519-557.
    This study examines the relationship among the employees–organization pro-environmental values fit, supervisors’ PEVs and employees’ pro-environmental behaviors. Informed by the PEB, organizational values and employee–organization fit literature, we propose and test hypotheses that under egoistic, altruistic and biosphere-value orientations, E–O PEVs fit versus non-fit have significant effects on employees’ private-sphere PEB and public-sphere PEB, identifying supervisors’ PEVs as a moderator. An empirical investigation indicates that the effect of E–O PEVs fit on employees’ private-sphere PEB and public-sphere PEB varies as (...)
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  18.  13
    Advancing the debate on hotel employees’ environmental psychology by promoting energy-saving behavior in a corporate social responsibility framework.Long Yang, Jacob Cherian, Muhammad Safdar Sial, Sarminah Samad, Jongsik Yu, Youngbae Kim & Heesup Han - 2022 - Frontiers in Psychology 13.
    Considering the vulnerable climatic conditions in most parts of the planet, a successful transition toward a carbon-free future is a critical challenge worldwide. In this respect, around 35% of the world’s total greenhouse gas emission is associated with the power sector. To this end, a vast of electrical energy has been used by the people in buildings. Specifically, a significant amount of energy in buildings is used for heating, cooling, and ventilation. While the available literature highlights the importance of neat, (...)
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  19.  30
    The Trickle-Down Effect of Leaders’ VWGB on Employees’ Pro-Environmental Behaviors: A Moderated Mediation Model.Jianfei Wu, Weinan Zhang, Chuanhu Peng, Juan Li, Saiyu Zhang, Wenjing Cai & Dan Chen - 2021 - Frontiers in Psychology 12.
    Although previous research has highlighted the positive effect of leaders’ voluntary workplace green behavior, limited research attention has been given to empirically testing how and when such behavior produces trickle-down effects. Taking a role model perspective and drawing on social identity theory, this research aims to fill this gap by proposing and testing the mechanism and boundary conditions of the influencing processes whereby leaders’ VWGB can trickle down to employees’ pro-environmental behaviors. By theorizing a moderated mediation model, (...)
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  20. Organizational Citizenship Behaviour for the Environment: Measurement and Validation. [REVIEW]Olivier Boiral & Pascal Paillé - 2012 - Journal of Business Ethics 109 (4):431-445.
    While the importance of employee initiatives for improving the environmental practices and performance of organizations has been clearly established in the literature, the precise nature of these initiatives has rarely been examined (particularly the issue of their discretionary or mandatory nature). The role of organizational citizenship behaviour in environmental management remains largely unexplored. The main objectives of this paper were to propose and validate an instrument for measuring organizational citizenship behaviour for the environment (OCBE). Exploratory (Study 1, N = (...)
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  21.  55
    Corporate Greening, Exchange Process Among Co-workers, and Ethics of Care: An Empirical Study on the Determinants of Pro-environmental Behaviors at Coworkers-Level.Pascal Paillé, Jorge Humberto Mejía-Morelos, Anne Marché-Paillé, Chih Chieh Chen & Yang Chen - 2016 - Journal of Business Ethics 136 (3):655-673.
    The purpose of this study was to examine the relationships between perceived co-worker support, commitment to colleagues, job satisfaction, intention to help others, and pro-environmental behavior with the emphasis on eco-helping, with a view to determining the extent to which peer relationships encourage employees to engage in pro-environmental behaviors at work. This paper is framed by adopting social exchange theory through the lens of ethics of care. Data from a sample of 449 employees showed that receiving support from peers (...)
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  22.  20
    Fostering pro‐environmental behavior at work: A self‐determination theory perspective.Matus Maco & Jimin Kwon - forthcoming - Business Ethics, the Environment and Responsibility.
    With a growing corporate interest in pursuing public goods, numerous firms today endeavor to practice corporate social responsibility. Utilizing a multilevel structural equation modeling approach, we investigated the topic of employees' pro-environmental behavior, contributing to the growing literature on “green” issues in the workplace. We incorporated self-determination theory to examine how individuals' perceptions regarding their corporate environmental policies reflected in firm-level green psychological climate influence their environment-specific self-regulation, and whether support of autonomy, relatedness, and competence psychological needs (...)
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  23.  72
    The Impact of Individual Attitudinal and Organisational Variables on Workplace Environmentally Friendly Behaviours.Danae Manika, Victoria K. Wells, Diana Gregory-Smith & Michael Gentry - 2015 - Journal of Business Ethics 126 (4):663-684.
    Although research on corporate social responsibility has grown steadily, little research has focused on CSR at the individual level. In addition, research on the role of environmental friendly organizational citizenship behaviors within CSR initiatives is scarce. In response to this gap and recent calls for further research on both individual and organizational variables of employees’ environmentally friendly, or green, behaviors, this article sheds light on the influence of these variables on three types of green employee behaviors simultaneously: (...)
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  24.  36
    Linking Corporate Policy and Supervisory Support with Environmental Citizenship Behaviors: The Role of Employee Environmental Beliefs and Commitment.Nicolas Raineri & Pascal Paillé - 2016 - Journal of Business Ethics 137 (1):129-148.
    This study investigates the social–psychological mechanisms leading individuals in organizations to engage in environmental citizenship behaviors, which entail keeping abreast of, and participating in, the environmental affairs of a company. Informed by the corporate greening and organizational behavior literature, we suggested that an employee’s level of involvement in the management of a company’s environmental impact was the overt manifestation of his or her discretionary sense of commitment to environmental concerns in the work context, and that such commitment developed (...)
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  25.  37
    The Role of Green Human Resource Practices in Fostering Green Corporate Social Responsibility.Rizwana Hameed, Asif Mahmood & Muhammad Shoaib - 2022 - Frontiers in Psychology 13.
    This study develops a conceptual framework and investigates green human resource practices —green recruitment and selection, green training and development, and green reward and compensation? effects on pro-environmental psychological climate and pro-environmental behavior, which cause green corporate social responsibility. We employ information technology capabilities as a moderator between the GHRM and pro-environmental behavior. It applies a convenience sampling technique and survey questionnaire to collect data from 388 employees at CPEC projects. Results demonstrate that (...)
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  26. Environmental Behavior On and Off the Job: A Configurational Approach.Pascal Paillé, Nicolas Raineri & Olivier Boiral - 2019 - Journal of Business Ethics 158 (1):253-268.
    The current literature on environmental sustainability acknowledges that habits are often shaped in private life and that experiences with environmental activities in a non-work setting positively influence environmental behaviors in the work domain. However, the conditions that lead individuals to behave responsibly at work based on their environmental commitment outside the workplace remain poorly understood. We address this issue by pursuing two objectives. First, we outline archetypes of environmental behavior on and off the job and classify individuals into four (...)
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  27. The Impact of Human Resource Management on Environmental Performance: An Employee-Level Study.Pascal Paillé, Yang Chen, Olivier Boiral & Jiafei Jin - 2014 - Journal of Business Ethics 121 (3):451-466.
    This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management (...)
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  28.  14
    Design Visual Elements and Brand-Based Equity: Mediating Role of Green Concept.Ying Li - 2022 - Frontiers in Psychology 13.
    Although benefits of design perception have been documented from the perspective of consumers on a large scale, but the perspective of employees has been ignored. This study aims to investigate the impact of design elements on employee-brand-based equity under the mediating role of the green concept. For this purpose, data are collected from the employees of the manufacturing sector and 346 responses are used for an inferential purpose. These data were collected using the survey research method through the (...)
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  29.  33
    Ethical Leadership and Employees’ Ethical Behavior.Hussam Al Halbusi, Homoud Alhaidan, T. Ramayah & Salem AlAbri - 2023 - Business and Professional Ethics Journal 42 (1):1-31.
    Ethical scandals, as well as unethical behaviour, are becoming major concerns in recent times. Thus, this study focused on the role of ethical climate and employees’ moral identity. Specifically, this study examined the mediation effect of ethical climate on the relationship between ethical leadership and employees’ ethical behaviour. Also, the study investigated the moderating role of employee moral identity on the relationship between ethical climate and employees’ ethical behaviour. Data were collected from 620 full-time employees working at thirty-three Iraqi (...)
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  30.  14
    How Determinants of Employee Innovation Behavior Matter During the COVID-19 Pandemic: Investigating Cross-Regional Role via Multi-Group Partial Least Squares Structural Equation Modeling Analysis.Caixia Cao, Michael Yao-Ping Peng & Yan Xu - 2022 - Frontiers in Psychology 13.
    The COVID-19 pandemic cropping up at the end of 2019 started to pose a threat to millions of people’s health and life after a few weeks. Nevertheless, the COVID-19 pandemic gave rise to social and economic problems that have changed the progress steps of individuals and the whole nation. In this study, the work conditions for employees from Taiwan, Malaysia, and the Chinese mainland are explored and compared, and the relationship between support mechanisms and innovation behaviors is evaluated with a (...)
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  31.  20
    Age and Employee Green Behaviors: A Meta-Analysis.Brenton M. Wiernik, Stephan Dilchert & Deniz S. Ones - 2016 - Frontiers in Psychology 7.
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  32.  56
    Predicting the behavior of the educational system.Thomas F. Green - 1980 - Syracuse, N.Y.: Syracuse University Press. Edited by David P. Ericson & Robert H. Seidman.
    This groundbreaking work was the first to propose an inquiry into the forms, dynamics, and constructs of educational policy. This fine book remains the only treatment of educational policy incorporating an account of the differences between various kinds of educational goods. Professor Green explored the nature of policy and prospects for the future, and it is a rare treat that we can now (more than fifteen years later) revisit the text to discover his uncanny accuracy.
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  33.  20
    Serial learning: Cognition and behavior.Robert G. Crowder & Robert L. Greene - 2000 - In Endel Tulving (ed.), The Oxford Handbook of Memory. Oxford University Press. pp. 125--135.
  34.  70
    Authentic Leadership and Employee Voice Behavior: A Multi-Level Psychological Process. [REVIEW]Hsin-Hua Hsiung - 2012 - Journal of Business Ethics 107 (3):349-361.
    This study investigates the psychological process of how authentic leadership affects employee voice behaviors. The theoretical model of this study proposes that employee positive mood and leader–member exchange (LMX) quality mediate the relationship between authentic leadership and voice behavior, while the procedural justice climate moderates the mediation effects of positive mood and LMX quality. Multi-level data from 70 workgroups of a real estate agent company in Taiwan support all hypotheses. This study reveals the cross-level effects of authentic (...)
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  35. Finding faults: How moral dilemmas illuminate cognitive structure.Joshua D. Greene - unknown
    In philosophy, a debate can live forever. Nowhere is this more evident than in ethics, a field that is fueled by apparently intractable dilemmas. To promote the wellbeing of many, may we sacrifice the rights of a few? If our actions are predetermined, can we be held responsible for them? Should people be judged on their intentions alone, or also by the consequences of their behavior? Is failing to prevent someone’s death as blameworthy as actively causing it? For generations, (...)
     
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  36.  99
    Illegal Downloading, Ethical Concern, and Illegal Behavior.Kirsten Robertson, Lisa McNeill, James Green & Claire Roberts - 2012 - Journal of Business Ethics 108 (2):215-227.
    Illegally downloading music through peer-topeer networks has persisted in spite of legal action to deter the behavior. This study examines the individual characteristics of downloaders which could explain why they are not dissuaded by messages that downloading is illegal. We compared downloaders to non-downloaders and examined whether downloaders were characterized by less ethical concern, engagement in illegal behavior, and a propensity toward stealing a CD from a music store under varying levels of risk. We also examined whether downloading (...)
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  37.  19
    Against Genetic Determinism of Welfare and Behavior.Cameron Green & Naomi Scheinerman - 2024 - American Journal of Bioethics 24 (8):34-36.
    Volume 24, Issue 8, August 2024, Page 34-36.
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  38.  24
    Linking Leader Humor to Employee Innovative Behavior: The Roles of Work Engagement and Supervisor’s Organizational Embodiment.Jingjing Zhang & Weilin Su - 2020 - Frontiers in Psychology 11.
    The influence of leader humor on employee innovative behavior has been attracting increasingly more attention from various scholars and enterprises. Based on previous relevant literatures in the fields of humor, leadership, and innovation, this study proposes and verifies a model to examine the internal mechanism and boundary condition of the relationship between leader humor, work engagement, supervisor’s organizational embodiment, and employee innovative behavior. Specifically, this study introduces work engagement as a mediator in the relationship between leader (...)
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  39.  24
    Differences in Sequential Eye Movement Behavior between Taiwanese and American Viewers.Yen-Ju Lee, Harold H. Greene, Chia W. Tsai & Yu J. Chou - 2016 - Frontiers in Psychology 7.
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  40.  95
    How hindrance stress, proactive personality, and the employment relationship atmosphere affect employees’ innovative behavior.Jianpeng Fan, Yukun Fan, Lingli Yu & Shuyu Man - 2022 - Frontiers in Psychology 13.
    Hindrance stress is a stimulus factor in the workplace that has a certain impact on the innovative behavior of employees. Most existing studies focus on the analysis of individual-level factors, ignoring the important role of organizational-level factors. This study uses multiple linear models to empirically analyze the interaction mechanisms among hindrance stress, proactive personality, employment relationship atmosphere, and employee innovative behavior factors in the workplace. This study found the following: Hindrance stress negatively affects employees’ innovative behavior. (...)
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  41.  85
    The Effects of Ethical Leadership and Ethical Climate on Employee Ethical Behavior in the International Port Context.Chin-Shan Lu & Chi-Chang Lin - 2014 - Journal of Business Ethics 124 (2):209-223.
    This study empirically examined the effects of ethical leadership and ethical climate on employee ethical behavior in the international port context using survey data collected from 128 respondents who worked in Taiwan International Ports Corporation in Taiwan. Research hypotheses were formulated from the previous literature and tested using structural equation modeling. Results indicated that ethical leadership had a significant impact on ethical climate and the ethical behavior of TIPC employees. Ethical climate was found to be positively associated (...)
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  42.  32
    Managerial ethical leadership, ethical climate and employee ethical behavior: does moral attentiveness matter?Fadi Abdel Muniem Abdel Fattah, Rafael Morales-Sánchez, Pablo Ruiz-Palomino & Hussam Al Halbusi - 2021 - Ethics and Behavior 31 (8):604-627.
    ABSTRACT Ethical leaders can influence followers’ ethical behaviors by establishing an ethical climate. However, followers’ responses to an ethical climate may also differ according to the amount of attention they devote to moral questions. This study analyzes whether moral attentiveness augments the positive effect of an ethical climate on employees’ ethical behaviors, as well as the indirect effect of ethical leadership on employee ethical behavior through an ethical climate. Data from 270 employees in the Malaysian manufacturing industry indicate (...)
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  43. The neural bases of cognitive conflict and control in moral judgment.Joshua D. Greene - 2004 - Neuron 44 (2):389–400.
    In philosophy, a debate can live forever. Nowhere is this more evident than in ethics, a field that is fueled by apparently intractable dilemmas. To promote the wellbeing of many, may we sacrifice the rights of a few? If our actions are predetermined, can we be held responsible for them? Should people be judged on their intentions alone, or also by the consequences of their behavior? Is failing to prevent someone’s death as blameworthy as actively causing it? For generations, (...)
     
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  44.  71
    Self-Control, Injunctive Norms, and Descriptive Norms Predict Engagement in Plagiarism in a Theory of Planned Behavior Model.Guy J. Curtis, Emily Cowcher, Brady R. Greene, Kiata Rundle, Megan Paull & Melissa C. Davis - 2018 - Journal of Academic Ethics 16 (3):225-239.
    The Theory of Planned Behavior predicts that a combination of attitudes, perceived norms, and perceived behavioral control predict intentions, and that intentions ultimately predict behavior. Previous studies have found that the TPB can predict students’ engagement in plagiarism. Furthermore, the General Theory of Crime suggests that self-control is particularly important in predicting engagement in unethical behavior such as plagiarism. In Study 1, we incorporated self-control in a TPB model and tested whether norms, attitudes, and self-control predicted intention (...)
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  45. Comparing the Effect of Rational and Emotional Appeals on Donation Behavior.Matthew Lindauer, Marcus Mayorga, Joshua Greene, Paul Slovic, Daniel Västfjäll & Peter Singer - 2020 - Judgment and Decision Making 15 (3):413-420.
    We present evidence from a pre-registered experiment indicating that a philosophical argument––a type of rational appeal––can persuade people to make charitable donations. The rational appeal we used follows Singer’s well-known “shallow pond” argument (1972), while incorporating an evolutionary debunking argument (Paxton, Ungar, & Greene 2012) against favoring nearby victims over distant ones. The effectiveness of this rational appeal did not differ significantly from that of a well-tested emotional appeal involving an image of a single child in need (Small, Loewenstein, and (...)
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  46.  13
    How does goal orientation affect employees’ innovation behavior: Data from China.Meirong Zhen, Jinru Cao & Mi Wang - 2022 - Frontiers in Psychology 13.
    The study takes an interaction perspective to examine possible interaction effects of goal orientation, psychological capital, and organizational innovation climate aimed at enhancing employees’ innovation behavior. A total sample of 398 employees were selected in Chinese enterprises. The descriptive statistical analyses, multiple regression, and bootstrap approach are adopted to test the interactive effects after controlling for gender, age, years for work of employees, type of enterprises, and industry. Results indicate that learning goal orientation and proving goal orientation have a (...)
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  47.  33
    The Mediating Role of Moral Ownership in the Relationship Between Organizational Support and Employees’ Ethical Behavior: A Study of Higher Education Faculty Members.Jino Malakkaran Johny & Lata Dyaram - 2019 - Ethics and Behavior 29 (4):305-319.
    We examined the mediating role of employee moral ownership in the relationship between employees’ perception of organizational support and their actual ethical behavior. Data were collected from 689 faculty members affiliated with different educational institutions in India. Structural equation modeling analysis showed that perceived organizational support significantly impacts employee ethical behavior. In addition, the results revealed that employee moral ownership mediates the relationship between perceived organizational support and employee ethical behavior. Implications and limitations (...)
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  48.  11
    For The Law, Neuroscience Changes Nothing And Everything.Joshua Greene & Jonathan Cohen - 2013 - In Judy Illes & Barbara J. Sahakian (eds.), Oxford Handbook of Neuroethics. Oxford University Press.
    The law has taken a long-standing interest in the mind. Cognitive neuroscience, the study of the mind through the brain, has gained prominence in part as a result of the advent of functional neuroimaging as a widely used tool for psychological research. Existing legal principles make virtually no assumptions about the neural bases of criminal behavior, and as a result they can comfortably assimilate new neuroscience without much in the way of conceptual upheaval: new details, new sources of evidence, (...)
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  49. Reflection and Reasoning in Moral Judgment.Joshua D. Greene - 2012 - Cognitive Science 36 (1):163-177.
    While there is much evidence for the influence of automatic emotional responses on moral judgment, the roles of reflection and reasoning remain uncertain. In Experiment 1, we induced subjects to be more reflective by completing the Cognitive Reflection Test prior to responding to moral dilemmas. This manipulation increased utilitarian responding, as individuals who reflected more on the CRT made more utilitarian judgments. A follow-up study suggested that trait reflectiveness is also associated with increased utilitarian judgment. In Experiment 2, subjects considered (...)
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    Perceived Environmental Corporate Social Responsibility and Employees’ Innovative Behavior: A Stimulus–Organism–Response Perspective.Weiwei Wu, Li Yu, Haiyan Li & Tianyi Zhang - 2022 - Frontiers in Psychology 12.
    Drawing from the stimulus-organism-response model, this study examines how and under what circumstances perceived environmental corporate social responsibility affects innovative behavior of employees in the context of environmental protection. Using a sample of 398 employees from different firms in the high energy-consuming industry of China, the results indicate that, at first, perceived ECSR provides a positive effect on organizational identification. Secondly, organizational identification has a positive influence on the innovative behavior of employees. Thirdly, organizational identification plays an important (...)
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