Suchergebnisse

AbstractAmid the forbidding actions of humankind on environment, contemporary organisations are increasingly developing and implementing sustainable policies for encouraging employee green behaviour. Work climate perceptions may serve as a psychological mechanism that relate to such organisational policies and employee behaviour. Considering this notion, the present study aims to examine the association between perceived presence of organisational sustainability polices and employee report of their environmental attitude (proactive and task related green behaviour) with the mediating role of perceptions of green work climate (orientation of organisations and co‐workers). The findings based on survey of 183 employees indicated that perceptions of green orientations of organisation and co‐workers differentially mediated the link between perceived presence of organisational sustainability polices and employee proactive and task‐related green behaviour. These findings advocate the prominence of relevant psychological mechanism that link organisational sustainability policies with green behaviour of employees and extend the literature on efficacy of workplace sustainability policies.

Purpose
The importance of workplace inclusion continues to gain scholarly acclaim. However, in reality, many employees choose to ostracize their colleagues post workplace relationship strife. With this notion the present study aims to delve into the intricate linkages between workplace relationship conflict (WRC) and employee ostracism behavior (EOB), exploring the serial mediating roles of relational identification (RI) and emotional energy (EE). Additionally, the study examines the potential moderating effect of perceived forgiveness climate (PFC) to understand how forgiveness climate may serve as a boundary condition in shaping these crucial relationships.


Design/methodology/approach
The analysis utilized five-wave time-tagged data collected from 228 employees through scenario and survey methods. The Hayes PROCESS Macro was employed to examine the proposed hypotheses.


Findings
The results indicate a positive influence of WRC on EOB. Additionally, RI and EE sequentially mediate the relationship between WRC and EOB. Furthermore, PFC moderates the serial mediation process (RI and EE) between WRC and EOB as well as the adverse effects of WRC on RI.


Originality/value
Grounded in the theoretical framework of conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, the present study offers new insights. By establishing the complicated interplay of RI and EE between WRC and EOB along with the moderating role of PFC, the study extends the understanding of the mechanisms involved, providing a more comprehensive perspective. By shedding light on these complicated interconnected links, the study paved the way for positive social dynamics at work.