Recently, more joint research has emerged at the intersection of corporate social responsibility and pro-environmental behavior at work, which were previously studied separately. While micro-CSR research mainly examines its consequences, research on pro-environmental behavior at work focuses on its determinants and promotion of such behavior. This study investigates how organization-domain variables (e.g. corporate social responsibility, green work climate) and team-domain variables (e.g. environmental transformational leadership and green work climate perceptions of colleagues) relate to outcomes such as job satisfaction, environmental attitudes, and pro-environmental behavior at work.
We conducted two pre-registered studies: a cross-sectional study (N = 109) and a longitudinal (N = 133) two-wave study (with an optimal time lag of 8 weeks calculated a priori). In Study 2, we applied a cross-lagged panel design to investigate temporal associations of the relationships.
In Study 1, CSR toward employees was related to pro-environmental values, job satisfaction, and proactive behavior. CSR toward the environment was related to task-related pro-environmental behavior. Green climate work perceptions (organization) were related to task-related performance. Environmental transformational leadership was related to proactive environmental performance and organizational citizenship toward the environment. In Study 2, environmental transformational leadership was significantly related to proactive behavior. Unexpectedly, organizational citizenship behavior and its environmental manifestation (time 1) also had a significant relationship with CSR (time 2).
Organizations may focus on environmental leadership programs and the communication of CSR to their employees.
This study analyzes organizational, team, and leadership variables in relation to pro-environmental behavior at work and their relative importance.
