Activating employee's pro-environmental behaviors: The role of CSR, organizational identification, and environmentally specific servant leadership

2018 ◽  
Vol 25 (5) ◽  
pp. 904-911 ◽  
Author(s):  
Bilal Afsar ◽  
Sadia Cheema ◽  
Farheen Javed
Keyword(s):  
Servant Leadership ◽  
Organizational Identification ◽  
Environmental Behaviors

Environmental CSR and pro-environmental behaviors to reduce environmental dilapidation

2019 ◽  
Vol 42 (3) ◽  
pp. 332-351 ◽  
Author(s):  
Talat Islam ◽  
Ghulam Ali ◽  
Humaira Asad
Keyword(s):  
Organizational Identification ◽  
Design Methodology ◽  
Environmental Behavior ◽  
Underlying Mechanism ◽  
Environmental Behaviors ◽  
Content Type ◽  
Social Responsibilities ◽  
Hospitality Sector ◽  
Moderating Role

PurposeIt is evident that organizations are continuously contributing toward environmental dilapidation. This may be reduced by focusing their employees’ involvement in pro-environmental behaviors. Pro-environmental behaviors have ramifications for organizations, employees, leaders and natural environment. Therefore, this study aims at investigating environmental related social responsibility and identification as the predictors of pro-environmental behaviors through the moderating role of empathy in the hospitality sector.Design/methodology/approachThis study collected data from 201 pairs (i.e. supervisors and their subordinates) working in the hospitality sector.FindingsThe study found that employees with high empathy exhibit more pro-environmental behavior and organizational identification when perceiving their organization’s involvement in environment-related social responsibilities.Research limitations/implicationsThe data for this study were collected at one point of time and it has implications for organizations and employees.Originality/valueThis study aims to fill the gap of the underlying mechanism that how perceived CSR affect employee pro-environmental behavior.

Servant-leadership and team performance, the key role of humility

2008 ◽  
Author(s):  
Inge Nuijten ◽  
Dirk van Dierendonck
Keyword(s):  
Servant Leadership ◽  
Team Performance

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

Innovation with flow at work: exploring the role of servant leadership in affecting innovative work behavior through flow at work

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Mumtaz Khan ◽  
Muhammad Shujaat Mubarik ◽  
Syed Saad Ahmed ◽  
Tahir Islam ◽  
Essa Khan
Keyword(s):  
Servant Leadership ◽  
Structural Model ◽  
Measurement Model ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work ◽  
Flow At Work

PurposeThis study aims to ascertain the role of servant leadership in inducing flow at work. The study, along with confirming the relation between flow at work and innovative work behavior (IWB), intends to explore the mediating role flow at work plays in relating servant leadership to IWB.Design/methodology/approachThe data collection was conducted through an interviewee-administered questionnaire in three waves that were four weeks apart. The data were collected from 267 respondents. To run the measurement model and structural model, Smart-PLS was used, and Statistical Product and Service Solutions (SPSS) was used to summarize the demographic information and conduct hierarchal regression.FindingsServant leadership is related to flow at work. Additionally, flow at work is related to IWB. Finally, flow at work mediates the relationship between servant leadership and IWB.Originality/valueThe study found servant leadership is related to flow at work. Moreover, the study unearthed the relation between flow at work and IWB. Finally, the study unveiled that flow at work acts as a mediator between servant leadership and IWB.

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