Andersson, L., Jackson, S. E., & Russell, S. V. (2013). Greening organizational behavior: An introduction to the special issue. Journal of Organizational Behavior.
Ali, R, & Ahmad, M. . (2009). The impact of reward and recognition programs on employee’s motivation and satisfaction: an empirical study. Int. Rev. Bus. Res. Pap, 5(4), 270–279.
Ali, Reena, & Ahmed, S. (2010). The Impact Of Reward And Recognition Programs On Employee’s Motivation And Satisfaction: An Empirical Study. International Journal of Business and Management.
Collier, J., & Esteban, R. (2007). Corporate social responsibility and employee commitment. Business Ethics: A European Review, 16(1), 19–33.
Cruz, L., & Pedrozo, E. (2009). Corporate social responsibility and green management. Management Decision, 47(7), 1174–1199.
Daily, B. F, Bishop, J. W., & Govindarajulu, N. (2009). A conceptual model for organizational citizenship behavior directed toward the environment. Business & Society, 48, 243–256.
Daily, Bonnie F., Bishop, J. W., & Govindarajulu, N. (n.d.). A Conceptual Model for Organizational Citizenship Behavior Directed Toward the Environment. Business & Society, 48(2), 243–256.
Dutta, S. (2012). Greening people: a strategic dimension. ZENITH Intern. J. Bus. Econ. Manag. Res, 2(2), 143–148.
Fernández, E., Junquera, B., & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: A review of the literature. International Journal of Human Resource Management.
Gond, J. P., Cabantous, L., & Krikorian, F. (2018). How do things become strategic?‘Strategifying’corporate social responsibility. Strategic Organization, 16(3), 241–272.
Han, Z., Wang, Q., & Yan, X. (2019). How responsible leadership motivates employees to engage in organizational citizenship behavior for the environment: A double-mediation model. Sustainability (Switzerland), 11(3).
Harms, V., & Leise, C. (2011). Ecological Leadership. Journal of Process Education, 33–41.
Harris, L. C., & Crane, A. (2002). The greening of organizational culture:Management views on the depth, degree and diffusion of change. Journal of Organizational Change Management, 15(3), 214–234.
Homburg, A., & Stolberg, A. (2006). Explaining pro-environmental behavior with a cognitive theory of stress. Journal of Environmental Psychology.
Jackson, S. ., Renwick, D. ., Jabbour, C. ., & Müller-Camen. (2011). State-of-the-art and future directions for green human resource management: introduction to the special issue. Zeitschrift Für Personalforschung (ZfP), 25(2), 99–116.
Jackson, S. ., Schuler, R. ., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Acad. Manag. Ann., 8(1), 1–56.
Jensen, B. B. (2002). Knowledge, action and pro-environmental behaviour. Environmental Education Research.
Kementerian Perindustrian. (2017). Booklet Infromasi Industri. Kementrian Perindustrian. http://www.kemenperin.go.id/download/19402
Koberg, C., Boss, W., & Goodman, E. (1999). Antecedents and outcomes of empowerment. Group and Organizational Management, 24(1), 71–91.
Kollmuss, & Agyeman. (2002). Mind the gap: Why do people act environmentally and what are the barriers to pro-environmental behavior. Environmental Education Research 8, (3) 239-260.
Lasrado, F., & Zakaria, N. (2019). Go green! Exploring the organizational factors that influence self-initiated green behavior in the United Arab Emirates. Asia Pacific Journal of Management.
Lee, M., & Koh, J. (2001). Is empowerment really a new concept? International Journal of Human Resource Management, 12(4), 684–695.
Maak, T., & Pless, N. . (2006). Responsible leadership in a stakeholder society: A relational perspective. J. Business Ethics, 66, 99–115.
Manning, D. J. (2004). Benefits of Environmental Stewardship. Review of Business, 25(2), 9–14.
Martins, E. C., & Martins, N. (2002). An organizational culture model to promote creativity and innovation. Journal of Industrial Psychology, 28(4), 58–65.
Massoud, J. a, Daily, B. F., & Bishop, J. W. (2015). Application of the Scanlon Plan As a Catalyst To Improve Environmental Performance. January 2007, 495–504.
Matthews, R. ., Diaz, W. ., & Cole, S. . (2003). The organizational empowerment scale. Pers. Rev, 32(3), 297–318.
Menon, S. (2001). Employee empowerment: an integrative psychological approach. Applied Psychology: An International Review, 50(1), 153–180.
Meyerson, S. L., & Kline, T. J. B. (2008). Psychological and environmental empowerment: Antecedents and consequences. Leadership and Organization Development Journal, 29(5), 444–460.
Miska, C., Hilbe, C., & S. Mayer. (2014). Reconciling Different Views on Responsible Leadership: A Rationality-Based Approach. J. Business Ethics, 125, 349–360.
Mougbo, U. . (2013). The impact of employee motivation on organisational performance (a study of some selected firms in Anambra state Nigeria). Intern. J. Eng. Sci., 2(7), 70–80.
Ones, D. ., & Dilchert, S. (2012). Employee green behaviors In S. E. Jackson, D.S. Ones, & S. Dilchert (Eds.). Managing Human Resources for Environmental Sustainability, 85–116.
Paillé, P., & Boiral, O. (2013). Pro-environmental behavior at work: Construct validity and determinants. Journal of Environmental Psychology, 36(4), 118–128.
Paille, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: an employee-level study. J. Bus. Ethics, 121, 451–466.
Piwowar-Sulej, K. (2020). Pro-environmental organizational culture: Its essence and a concept for its operationalization. Sustainability (Switzerland), 12(10).
Pless, N. ., Maak, T., & Stahl, G. . (2011). Developing Responsible Global Leaders through International Service-Learning Programs: The Ulysses Experience. Acad. Manag. Learn. Educ, 10, 237–260.
Porter, T. H., Gallagher, V. C., & Lawong, D. (2016). The greening of organizational culture: revisited fifteen years later. American Journal of Business, 31(4), 206–226.
Ramus, C. A, & Steger, U. (2000). The roles of supervisory support behavior and environmental policy in employee “eco-initiatives” at leading-edge European companies. Academy of Management Journal, 43(4), 605–626.
Ramus, Catherine A. (1997). Employee empowerment at GE Plastics Europe: An example of a successful environmental change process. Corporate Environmental Strategy.
Renwick, D. ., Redman, T., & Maguire, S. (2013). Green human resource management: a review and research agenda. Intern. J. Manag. Rev., 15(1), 1–14.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology.
Ridwan, I. R. (2016). Dampak Industri Terhadap Lingkungan Dan Sosial. Jurnal Geografi Gea, 7(2). https://doi.org/10.17509/gea.v7i2.1716
Rouse, M. J., & Daellenbach, U. . (1999). Rethinking research methods for the resource-based perspective: isolating sources of sustainable competitive advantage. Strategic Management Journal, 20(5), 487–494.
Starik, M., & Marcus, A. A. (2000). Introduction to the special research forum on the management of organizations in the natural environment: A field emerging from multiple paths, with many challenges ahead. Academy of Management Journal, 43, 539–546.
Tariq, S., Jan, F. A., & Ahmad, M. S. (2016). Green employee empowerment: a systematic literature review on state-of-art in green human resource management. Quality and Quantity, 50(1), 237–269.
Tepe Küçükoğlu, M., & Pınar, R. İ. (2015). Go Green at Work: Environmental Organizational Culture. Modern Environmental Science and Engineering, 1(2), 79–88.
Wesselink, R., Blok, V., & Ringersma, J. (2017). Pro-environmental behavior in the workplace and the role of managers and organizations. J Clean Prod, 168, 1679–1678.
Wielkiewicz, R. M., & Stelzner, S. P. (2005). An Ecological Perspective on Leadership Theory, Research, and Practice. Review of General Psychology, 9(4), 326–341.
Wu, F., Tang, G., & Sun, W. (2018). Exploring ‘new generation’employees’ green tactics in environmental protection in China. Asia Pacific Business Review, 24(4), 510–527.
Zhang, Y., Luo, Y., Zhang, X., & Zhao, J. (2019). How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability (Switzerland), 11(19).
Zibarras, L. ., & Coan, P. (2015). HRM practices used to promo.
Zientara, P., & Zamojska, A. (2018). Green organizational climates and employee pro-environmental behaviour in the hotel industry. Journal of Sustainable Tourism, 26(7), 1142–1159.
Ali, R, & Ahmad, M. . (2009). The impact of reward and recognition programs on employee’s motivation and satisfaction: an empirical study. Int. Rev. Bus. Res. Pap, 5(4), 270–279.
Ali, Reena, & Ahmed, S. (2010). The Impact Of Reward And Recognition Programs On Employee’s Motivation And Satisfaction: An Empirical Study. International Journal of Business and Management.
Collier, J., & Esteban, R. (2007). Corporate social responsibility and employee commitment. Business Ethics: A European Review, 16(1), 19–33.
Cruz, L., & Pedrozo, E. (2009). Corporate social responsibility and green management. Management Decision, 47(7), 1174–1199.
Daily, B. F, Bishop, J. W., & Govindarajulu, N. (2009). A conceptual model for organizational citizenship behavior directed toward the environment. Business & Society, 48, 243–256.
Daily, Bonnie F., Bishop, J. W., & Govindarajulu, N. (n.d.). A Conceptual Model for Organizational Citizenship Behavior Directed Toward the Environment. Business & Society, 48(2), 243–256.
Dutta, S. (2012). Greening people: a strategic dimension. ZENITH Intern. J. Bus. Econ. Manag. Res, 2(2), 143–148.
Fernández, E., Junquera, B., & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: A review of the literature. International Journal of Human Resource Management.
Gond, J. P., Cabantous, L., & Krikorian, F. (2018). How do things become strategic?‘Strategifying’corporate social responsibility. Strategic Organization, 16(3), 241–272.
Han, Z., Wang, Q., & Yan, X. (2019). How responsible leadership motivates employees to engage in organizational citizenship behavior for the environment: A double-mediation model. Sustainability (Switzerland), 11(3).
Harms, V., & Leise, C. (2011). Ecological Leadership. Journal of Process Education, 33–41.
Harris, L. C., & Crane, A. (2002). The greening of organizational culture:Management views on the depth, degree and diffusion of change. Journal of Organizational Change Management, 15(3), 214–234.
Homburg, A., & Stolberg, A. (2006). Explaining pro-environmental behavior with a cognitive theory of stress. Journal of Environmental Psychology.
Jackson, S. ., Renwick, D. ., Jabbour, C. ., & Müller-Camen. (2011). State-of-the-art and future directions for green human resource management: introduction to the special issue. Zeitschrift Für Personalforschung (ZfP), 25(2), 99–116.
Jackson, S. ., Schuler, R. ., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Acad. Manag. Ann., 8(1), 1–56.
Jensen, B. B. (2002). Knowledge, action and pro-environmental behaviour. Environmental Education Research.
Kementerian Perindustrian. (2017). Booklet Infromasi Industri. Kementrian Perindustrian. http://www.kemenperin.go.id/download/19402
Koberg, C., Boss, W., & Goodman, E. (1999). Antecedents and outcomes of empowerment. Group and Organizational Management, 24(1), 71–91.
Kollmuss, & Agyeman. (2002). Mind the gap: Why do people act environmentally and what are the barriers to pro-environmental behavior. Environmental Education Research 8, (3) 239-260.
Lasrado, F., & Zakaria, N. (2019). Go green! Exploring the organizational factors that influence self-initiated green behavior in the United Arab Emirates. Asia Pacific Journal of Management.
Lee, M., & Koh, J. (2001). Is empowerment really a new concept? International Journal of Human Resource Management, 12(4), 684–695.
Maak, T., & Pless, N. . (2006). Responsible leadership in a stakeholder society: A relational perspective. J. Business Ethics, 66, 99–115.
Manning, D. J. (2004). Benefits of Environmental Stewardship. Review of Business, 25(2), 9–14.
Martins, E. C., & Martins, N. (2002). An organizational culture model to promote creativity and innovation. Journal of Industrial Psychology, 28(4), 58–65.
Massoud, J. a, Daily, B. F., & Bishop, J. W. (2015). Application of the Scanlon Plan As a Catalyst To Improve Environmental Performance. January 2007, 495–504.
Matthews, R. ., Diaz, W. ., & Cole, S. . (2003). The organizational empowerment scale. Pers. Rev, 32(3), 297–318.
Menon, S. (2001). Employee empowerment: an integrative psychological approach. Applied Psychology: An International Review, 50(1), 153–180.
Meyerson, S. L., & Kline, T. J. B. (2008). Psychological and environmental empowerment: Antecedents and consequences. Leadership and Organization Development Journal, 29(5), 444–460.
Miska, C., Hilbe, C., & S. Mayer. (2014). Reconciling Different Views on Responsible Leadership: A Rationality-Based Approach. J. Business Ethics, 125, 349–360.
Mougbo, U. . (2013). The impact of employee motivation on organisational performance (a study of some selected firms in Anambra state Nigeria). Intern. J. Eng. Sci., 2(7), 70–80.
Ones, D. ., & Dilchert, S. (2012). Employee green behaviors In S. E. Jackson, D.S. Ones, & S. Dilchert (Eds.). Managing Human Resources for Environmental Sustainability, 85–116.
Paillé, P., & Boiral, O. (2013). Pro-environmental behavior at work: Construct validity and determinants. Journal of Environmental Psychology, 36(4), 118–128.
Paille, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: an employee-level study. J. Bus. Ethics, 121, 451–466.
Piwowar-Sulej, K. (2020). Pro-environmental organizational culture: Its essence and a concept for its operationalization. Sustainability (Switzerland), 12(10).
Pless, N. ., Maak, T., & Stahl, G. . (2011). Developing Responsible Global Leaders through International Service-Learning Programs: The Ulysses Experience. Acad. Manag. Learn. Educ, 10, 237–260.
Porter, T. H., Gallagher, V. C., & Lawong, D. (2016). The greening of organizational culture: revisited fifteen years later. American Journal of Business, 31(4), 206–226.
Ramus, C. A, & Steger, U. (2000). The roles of supervisory support behavior and environmental policy in employee “eco-initiatives” at leading-edge European companies. Academy of Management Journal, 43(4), 605–626.
Ramus, Catherine A. (1997). Employee empowerment at GE Plastics Europe: An example of a successful environmental change process. Corporate Environmental Strategy.
Renwick, D. ., Redman, T., & Maguire, S. (2013). Green human resource management: a review and research agenda. Intern. J. Manag. Rev., 15(1), 1–14.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology.
Ridwan, I. R. (2016). Dampak Industri Terhadap Lingkungan Dan Sosial. Jurnal Geografi Gea, 7(2). https://doi.org/10.17509/gea.v7i2.1716
Rouse, M. J., & Daellenbach, U. . (1999). Rethinking research methods for the resource-based perspective: isolating sources of sustainable competitive advantage. Strategic Management Journal, 20(5), 487–494.
Starik, M., & Marcus, A. A. (2000). Introduction to the special research forum on the management of organizations in the natural environment: A field emerging from multiple paths, with many challenges ahead. Academy of Management Journal, 43, 539–546.
Tariq, S., Jan, F. A., & Ahmad, M. S. (2016). Green employee empowerment: a systematic literature review on state-of-art in green human resource management. Quality and Quantity, 50(1), 237–269.
Tepe Küçükoğlu, M., & Pınar, R. İ. (2015). Go Green at Work: Environmental Organizational Culture. Modern Environmental Science and Engineering, 1(2), 79–88.
Wesselink, R., Blok, V., & Ringersma, J. (2017). Pro-environmental behavior in the workplace and the role of managers and organizations. J Clean Prod, 168, 1679–1678.
Wielkiewicz, R. M., & Stelzner, S. P. (2005). An Ecological Perspective on Leadership Theory, Research, and Practice. Review of General Psychology, 9(4), 326–341.
Wu, F., Tang, G., & Sun, W. (2018). Exploring ‘new generation’employees’ green tactics in environmental protection in China. Asia Pacific Business Review, 24(4), 510–527.
Zhang, Y., Luo, Y., Zhang, X., & Zhao, J. (2019). How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability (Switzerland), 11(19).
Zibarras, L. ., & Coan, P. (2015). HRM practices used to promo.
Zientara, P., & Zamojska, A. (2018). Green organizational climates and employee pro-environmental behaviour in the hotel industry. Journal of Sustainable Tourism, 26(7), 1142–1159.
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Affiliations
Sekarini Adhiati
Universitas Diponegoro
Intan Ratnawati
Universitas Diponegoro
How to Cite
1.
Adhiati S, Ratnawati I. The Influence of Ecological Leadership and Organizational Culture on Pro Environtmental Behaviors: The Mediating Employee Environmental Empowerment. MAJ [Internet]. 19Jul.2021 [cited 19Nov.2024];10(2):166-78. Available from: http://journal.unnes.ac.id/sju/maj/article/view/42119
The Influence of Ecological Leadership and Organizational Culture on Pro Environtmental Behaviors: The Mediating Employee Environmental Empowerment
Vol 10 No 2 (2021): Management Analysis Journal
Submitted: Oct 25, 2020
Published: Jul 19, 2021
Abstract
The aim of this study was to analyze the extent to which a company implement environment-based sustainable improvement. In modern era, many companies put emphasis on improving economic sector while ignoring environmental sustainability. The faster the industrial growth in Indonesia is, the more waste it generates. Thus, in order to increase pro-environmental behavior at PT Telekomunikasi Indonesia Regional Division IV Central Java and Yogyakarta, it is necessary to have leaders who adopt ecological leadership and organizational culture models. Therefore, the specific aim of the study was to determine the role of employee environmental empowerment in this company. The results showed that ecological leadership and organizational culture had a positive and significant effect on employee environmental empowerment and pro-environmental behavior. Employee environmental empowerment had a positive and significant effect on pro-environmental behavior. Meanwhile, as the total effect on ecological leadership had the highest effect value, the ecological leadership was the main key of this company. This suggests that the function of the ecological leadership has to be maintained and its quality has to be improved so that employees have a role model who is able to motivate and generate a spirit of caring for the environmental issues in the company.