International Journal of Environmental Research and Public Health

Research

23 pages, 1562 KiB

Open AccessArticle

How and When May Technostress Impact Workers’ Psycho-Physical Health and Work-Family Interface? A Study during the COVID-19 Pandemic in Italy

by Valentina Sommovigo, Chiara Bernuzzi, Georgia Libera Finstad, Ilaria Setti, Paola Gabanelli, Gabriele Giorgi and Elena Fiabane

Int. J. Environ. Res. Public Health 2023, 20(2), 1266; https://doi.org/10.3390/ijerph20021266 - 10 Jan 2023

Cited by 8 | Viewed by 3856

Abstract

Although a growing body of research has analyzed the determinants and effects of technostress, it is still unclear how and when technostress would impact workers’ psycho-physical health and work-family interface during the pandemic. To fill this gap, this study tests the mediating mechanisms [...] Read more.

Although a growing body of research has analyzed the determinants and effects of technostress, it is still unclear how and when technostress would impact workers’ psycho-physical health and work-family interface during the pandemic. To fill this gap, this study tests the mediating mechanisms and the boundary conditions associated with the impact of technostress on workers’ psycho-physical well-being and work-family conflict. A total of 266 Italian workers completed online questionnaires measuring (traditional vs. remote) working modalities, technostress, fear of COVID-19, working excessively, psycho-physical distress, work-family conflict, loss of a loved one due to COVID-19, and resilience. Structural equation models were performed. Results indicated that technostress was positively related to psycho-physical distress and work-family conflict, as mediated by fear of COVID-19 and working excessively, respectively. The loss of a loved one exacerbated the effects of fear of COVID-19 on psycho-physical health, while resilience buffered the effects of working excessively on work-family conflict. Since numerous organizations intend to maintain remote working also after the COVID-19 emergency, it is crucial to study this phenomenon during its peaks of adoption, to prevent its potential negative outcomes. The implications of these findings for theory and practice are discussed. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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10 pages, 788 KiB

Open AccessArticle

Harmonious Passion at Work: Personal Resource for Coping with the Negative Relationship between Burnout and Intrinsic Job Satisfaction in Service Employees

by Miriam Benitez, Alejandro Orgambídez, Francisco J. Cantero-Sánchez and Jose M. León-Pérez

Int. J. Environ. Res. Public Health 2023, 20(2), 1010; https://doi.org/10.3390/ijerph20021010 - 5 Jan 2023

Cited by 7 | Viewed by 2853

Abstract

Research about harmonious passion as a personal resource that can have a protective effect in situations of stress and burnout is scarce but growing. Considering the job demands-resources (JD-R) model, the present study aims to address the above gaps by exploring the moderating [...] Read more.

Research about harmonious passion as a personal resource that can have a protective effect in situations of stress and burnout is scarce but growing. Considering the job demands-resources (JD-R) model, the present study aims to address the above gaps by exploring the moderating role of harmonious passion at work in the relationship between burnout (physical fatigue, cognitive weariness, and emotional exhaustion) and intrinsic job satisfaction. The study sample consisted of 748 workers from service organizations (front-line employees) in southern Spain (Mage = 35.51, SD = 10.06, 52% women). Using statistical program R (R Core Team, 2022), the results of the regression models showed the moderating role of harmonious passion on the negative relationships between physical fatigue and intrinsic job satisfaction. In particular, at high levels of physical fatigue, employees with high scores on harmonious passion at work presented higher levels of intrinsic satisfaction compared with employees with low passion at work. That is, although service employees have high levels of physical fatigue, when they are passionate, they still possess satisfaction with their work. Therefore, our findings extend the JD-R theory by considering harmonious passion as a motivational resource that reduce feelings of burnout in service employees. Hence, it shows the importance of promoting the autonomous internalization of work, (through, i.e., job enrichment), which allows the development of harmonious passion at work and, therefore, increasing intrinsic job satisfaction. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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24 pages, 571 KiB

Open AccessArticle

Nexus of Emotional Intelligence and Learning Outcomes: A Cross-Country Study of China and Pakistan Higher Educational Institutes

by Zahid Shafait and Jiayu Huang

Int. J. Environ. Res. Public Health 2022, 19(23), 16215; https://doi.org/10.3390/ijerph192316215 - 4 Dec 2022

Cited by 8 | Viewed by 2247

Abstract

The purpose of this empirical study is to investigate the effects of emotional intelligence (EI) on learning outcomes (e.g., social, cognitive, and self-growth outcomes) and satisfaction with the university experience of academics and administrative staff at Chinese and Pakistani research universities. This study [...] Read more.

The purpose of this empirical study is to investigate the effects of emotional intelligence (EI) on learning outcomes (e.g., social, cognitive, and self-growth outcomes) and satisfaction with the university experience of academics and administrative staff at Chinese and Pakistani research universities. This study also investigates the mediation of self-directed learning (personal autonomy, personal responsibility, and personal growth) and knowledge management processes (KMPs) concerning the relationship between EI and learning outcomes. Moreover, this study explores the relationship between learning outcomes and creative performance (creative self-efficacy and leadership/supervisor support). The survey method was considered appropriate for the data collection and was completed simultaneously through paper and electronic mediums. The partial least squares structural equation modeling (PLS-SEM) method with a measurement assessment, structural assessment, mediation, and multi-group analysis was applied to a sample of 729 academics and administrative staff from Chinese and Pakistani research universities. A few dissimilarities surfaced with regard to EI and learning outcomes while evaluating the higher education institutions (HEIs) from both countries. Moreover, an indirect relation between EI and learning outcomes was established via self-directed learning and KMPs. Lastly, the intended direct statistical association between learning outcomes and creative performance was also documented. This study may serve as an initiative to equate and differentiate EI in relation to learning outcomes and creative performance among higher education professionals in China and Pakistan. The considered framework is novel and supports both EI and learning outcomes while adhering to the perceived value of the two adjacent regions. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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14 pages, 660 KiB

Open AccessArticle

Social Capital and Self-Rated Health: A Cross-Sectional Study among Rural Japanese Working Residents

by Elijah Deku-Mwin Kuurdor, Hirokazu Tanaka, Takumi Kitajima, Jennifer Xolali Amexo and Shigeru Sokejima

Int. J. Environ. Res. Public Health 2022, 19(21), 14018; https://doi.org/10.3390/ijerph192114018 - 27 Oct 2022

Cited by 1 | Viewed by 1826

Abstract

Social capital is positively associated with self-rated health; however, this association among workers is still unclear. Thus, this study examined the relationship between social capital and self-rated health with special attention to the employment type. A cross-sectional survey was conducted with 6160 workers [...] Read more.

Social capital is positively associated with self-rated health; however, this association among workers is still unclear. Thus, this study examined the relationship between social capital and self-rated health with special attention to the employment type. A cross-sectional survey was conducted with 6160 workers aged 20–64 years from two towns in Mie Prefecture in January–March 2013. Social capital was assessed using five items in 4816 income-earning workers. The social capital scores were summed and then divided into three groups. The self-rated health responses were dichotomised into ‘poor’ and ‘good’. The association was examined using a stepwise binomial logistic regression stratified by employment type and adjusted for potential confounders. Regular employees with low social capital had a higher significant odds ratio of poor self-rated health than medium (OR 0.58 95% CIs 0.39–0.87) and high (OR 0.39; 95% CIs 0.26–0.59) social capital levels after controlling for all potential confounders. Similar patterns were observed for non-regular employees with medium and high social capital. There was a significant relationship between some indicators of social capital and poor self-rated health among self-employees. These results highlight that social capital acts as an unequal health resource for different types of workers. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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11 pages, 519 KiB

Open AccessArticle

The State of the Psychological Contract, Justice and Engagement Drive Nurses’ Performance Behaviors

by John Rodwell and Dianne Johnson

Int. J. Environ. Res. Public Health 2022, 19(20), 13505; https://doi.org/10.3390/ijerph192013505 - 19 Oct 2022

Cited by 4 | Viewed by 1740

Abstract

This paper investigates the links between the psychological contract and organizational justice variables on to performance behaviors through the mechanisms of engagement, job satisfaction and psychological distress, beyond the perception-oriented individual factor of negative affectivity. Nursing staff (n = 273) from a [...] Read more.

This paper investigates the links between the psychological contract and organizational justice variables on to performance behaviors through the mechanisms of engagement, job satisfaction and psychological distress, beyond the perception-oriented individual factor of negative affectivity. Nursing staff (n = 273) from a medium to large Australian hospital completed a self-report survey. Structural equation modeling found differential effects of psychological contract breach and psychological contract status, the mediating roles of engagement, job satisfaction and distress on to performance behaviors, while noting the role of individual negative affectivity. Engaging nurses is critical to both their in-role and discretionary performance behaviors. Reducing negative impacts, particularly those due to breaking promises and unfair processes, while protecting the nurses’ mental health, enables performance levels to be maintained. This study demonstrates that nurses’ general perceptions of their employment relationship impacted their in-role and discretionary performance behaviors, especially through the mechanism of engagement. The complexity of managing nurses is highlighted by those variables that enacted positive impacts via engagement as versus the variables that led to distress and acted as brakes on performance, as well as the impact of the negative affectivity trait of the nurses. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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19 pages, 846 KiB

Open AccessArticle

“Does a Good Firm Diminish the Bad Behavior of Its Employees?”: The Sequential Mediation Effect of Organizational Trust and Organizational Commitment, and the Moderation Effect of Work Overload

by Byung-Jik Kim, Se-Youn Jung and Jeyong Jung

Int. J. Environ. Res. Public Health 2022, 19(11), 6666; https://doi.org/10.3390/ijerph19116666 - 30 May 2022

Cited by 3 | Viewed by 2387

Abstract

The purpose of this study was to investigate the influence of corporate social responsibility (CSR) on an employee’s negative behavior, in addition to its intermediating mechanism (i.e., mediators and moderator) in the relationship. This paper proposes that CSR may diminish an employee’s negative [...] Read more.

The purpose of this study was to investigate the influence of corporate social responsibility (CSR) on an employee’s negative behavior, in addition to its intermediating mechanism (i.e., mediators and moderator) in the relationship. This paper proposes that CSR may diminish an employee’s negative behavior, such as counterproductive work behavior. Relying on the context–attitude–behavior framework, this study investigated the mediators and moderator of the relationship between CSR and counterproductive work behavior. Specifically, this study hypothesized that not only does CSR diminish the level of counterproductive work behavior by sequentially boosting the level of employees’ organizational trust and commitment, but their work overload also negatively moderates the association between CSR and organizational trust. Utilizing three-wave time-lagged online survey data from 342 employees in South Korean companies, this study tested the hypotheses by building a moderated mediation model with structural equation modeling analysis. The results indicate that CSR decreases the level of employees’ counterproductive work behavior through enhancing their organizational trust and commitment. Moreover, work overload negatively moderates the association between CSR and organizational trust. The findings of this study make theoretical and practical contributions to the CSR literature. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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16 pages, 771 KiB

Open AccessArticle

Green Transformational Leadership and Employees’ Taking Charge Behavior: The Mediating Role of Personal Initiative and the Moderating Role of Green Organizational Identity

by Yuechao Du and Minghao Yan

Int. J. Environ. Res. Public Health 2022, 19(7), 4172; https://doi.org/10.3390/ijerph19074172 - 31 Mar 2022

Cited by 31 | Viewed by 5689

Abstract

The green transformation of organizations requires employees not only to achieve environmentally friendly workflows within their duties, but also to go beyond their own current work and take personal initiative to realize the organizational goals. Employees’ taking charge behavior is a type of [...] Read more.

The green transformation of organizations requires employees not only to achieve environmentally friendly workflows within their duties, but also to go beyond their own current work and take personal initiative to realize the organizational goals. Employees’ taking charge behavior is a type of extra-role behavior that influences organizational change through constructive efforts. How can leaders increase employees’ environmental responsibility and efficiently promote their taking charge behaviors to help organizations make green changes? Based on self-determination theory and related research on green transformational leadership, this study explores the mechanisms and boundary conditions of how green transformational leadership influences employees’ taking charge behavior. Data were obtained through two-stage questionnaire surveys from 429 employees in Chinese manufacturing enterprises. The results show that green transformational leadership has a significantly positive impact on employees’ taking charge behavior and that personal initiative plays a mediating role. Furthermore, green organizational identity moderates the positive influence of green transformational leadership on employees’ personal initiative, and consequently, their taking charge behavior. These findings have theoretical implications for the green transformational leadership literature and managerial implications for practitioners. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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19 pages, 378 KiB

Open AccessArticle

The Impact of Social Capital on Mental Health: Evidence from the China Family Panel Survey

by Xianhua Dai and Nian Gu

Int. J. Environ. Res. Public Health 2022, 19(1), 190; https://doi.org/10.3390/ijerph19010190 - 24 Dec 2021

Cited by 17 | Viewed by 4349

Abstract

The influence of social capital on mental health is a controversial topic. As some studies have pointed out, cognitive social capital significantly affects mental health but structural social capital does not. Using data from the China Family Panel Survey, this study measured social [...] Read more.

The influence of social capital on mental health is a controversial topic. As some studies have pointed out, cognitive social capital significantly affects mental health but structural social capital does not. Using data from the China Family Panel Survey, this study measured social capital from social help, social trust, social networks, and social participation, and took regional average level of social capital as the instrumental variables, and applied a two-stage least squares regression. We found that the mental health of residents who trust and help each other is significantly higher than that of residents without trust and mutual help. When residents’ efforts to maintain social networks increase, their mental health significantly improves. These results are robust. Furthermore, the impact of social capital on mental health was heterogeneous in terms of urbanicity, gender, age, and area. These results are helpful for making policies for promoting residents’ mental health. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

11 pages, 527 KiB

Open AccessArticle

Mediating Role of Stress at Work in the Relationship of Alexithymia and PTSD among Emergency Call Operators

by Małgorzata Wojciechowska, Aleksandra Jasielska, Michał Ziarko, Michał Sieński and Maciej Różewicki

Int. J. Environ. Res. Public Health 2021, 18(23), 12830; https://doi.org/10.3390/ijerph182312830 - 5 Dec 2021

Cited by 2 | Viewed by 2661

Abstract

Aim: The main purpose of this research was to investigate the relationship between alexithymia, stress at work, and post-traumatic stress disorder (PTSD) in impact emergency call center operators working in Poland (province of Greater Poland). The risk of exposure to critical life events [...] Read more.

Aim: The main purpose of this research was to investigate the relationship between alexithymia, stress at work, and post-traumatic stress disorder (PTSD) in impact emergency call center operators working in Poland (province of Greater Poland). The risk of exposure to critical life events was also considered. Methods: Data were collected using self-report questionnaires administered after dispatchers’ shifts. The emergency call center operators (N = 66) completed the Impact of Event Scale—Revised, 20-item Toronto Alexithymia Scale, Workplace Perceived Stress Questionnaire, and a questionnaire measuring the frequency and intensity of potentially traumatic events faced by emergency operators (a questionnaire developed by the authors). Results: Twenty of the most frequent events (e.g., child sexual harassment, rape, etc.) were identified. Results indicated that post-traumatic stress positively correlated with (a) work-related stress and (b) one aspect of alexithymia: difficulty expressing feelings. Additionally, work-related stress was identified as a mediator for the relation between alexithymia and the intensity of post-traumatic stress. Conclusions: The results of this study confirm that emergency operators are a high-risk group for the development of PTSD. The study results suggest that performing the work of an emergency dispatcher is not only demanding but also inherently involves participation in potentially traumatic events (as encountered through emergency calls). Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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20 pages, 649 KiB

Open AccessArticle

An Examination to Explain the Mechanism of Employees’ Environment-Specific Behavior through CSR and Work Engagement from the Perspective of Stewardship Theory

by Shilong Wei, Muhammad Safdar Sial, Ubaldo Comite, Phung Anh Thu, Daniel Badulescu and József Popp

Int. J. Environ. Res. Public Health 2021, 18(17), 9370; https://doi.org/10.3390/ijerph18179370 - 5 Sep 2021

Cited by 15 | Viewed by 3849

Abstract

Corporate social responsibility (CSR) has emerged as an imperative for every sector globally. Yet, for a long time, the concept of CSR has been regarded from an organizational perspective. However, the importance of CSR in shaping the extra-role behavior of employees, such as [...] Read more.

Corporate social responsibility (CSR) has emerged as an imperative for every sector globally. Yet, for a long time, the concept of CSR has been regarded from an organizational perspective. However, the importance of CSR in shaping the extra-role behavior of employees, such as their pro-environmental behavior (PEB-E), has been under-explored in the literature. Against this backdrop, the current study aims to investigate the impact of CSR on PEB-E with the mediating effect of work engagement (W.E) in the context of a emerging country. The study also employs stewardship theory as an alternate theory to explain the proposed relationships. The data of the current study were obtained from SME sector through a self-administered (paper-and-pencil method) questionnaire. A random sample of employees (n = 398) from different SMEs was selected and analyzed through structural equation modeling. The results of the current survey revealed that CSR directly and indirectly, via W.E, predicts PEB-E positively. The findings of the current study will be helpful for policymakers to understand that well-planned CSR activities, not only create positive repute for an SME, but also provide the underlying justification to its employees to be engaged in different environment-specific behaviors. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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13 pages, 509 KiB

Open AccessArticle

The Executive Skills Questionnaire-Revised: Adaptation and Psychometric Properties in the Working Context of Malaysia

by Hira Nasir, Chee-Seng Tan and Kai-Shuen Pheh

Int. J. Environ. Res. Public Health 2021, 18(17), 8978; https://doi.org/10.3390/ijerph18178978 - 26 Aug 2021

Cited by 6 | Viewed by 4113

Abstract

Executive functions (EFs) are a set of high-level cognitive and behavioral monitoring skills that are important to employees’ work performance. The 25-item Executive Skills Questionnaire-Revised (ESQ-R) measures executive dysfunction in five dimensions (e.g., emotional regulation). Nevertheless, the usability of this newly developed scale [...] Read more.

Executive functions (EFs) are a set of high-level cognitive and behavioral monitoring skills that are important to employees’ work performance. The 25-item Executive Skills Questionnaire-Revised (ESQ-R) measures executive dysfunction in five dimensions (e.g., emotional regulation). Nevertheless, the usability of this newly developed scale for employees remains unclear. The present study evaluated the psychometric properties of the adopted ESQ-R for working adults in Malaysia. A total of 325 employees responded to an online survey consisted of the ESQ-R, Executive Function Index (EFI), self-rated creativity scale (SRCS), and 9-item Utretch Work Engagement Scale (UWES-9) and Employee Well-being Scale. Several CFAs were conducted to compare three competing models. While all models showed a good fit, the 5-factor second-order model that is in line with the theoretical structure is preferable. The ESQ-R showed excellent internal consistency. Moreover, the ESQ-R score was negatively correlated with EFI, creativity, and UWES-9 scores, supporting the convergent, discriminant, and concurrent validity. The ESQ-R score also explained incremental variance in well-being above and beyond scores of the UWES-9 and SRCS. Taken together, the ESQ-R is a useful tool for assessing employees’ executive dysfunction and suggesting intervention programs helping employees with deficits in EFs. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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26 pages, 11009 KiB

Open AccessArticle

How Can Agricultural Corporate Build Sustainable Competitive Advantage through Green Intellectual Capital? A New Environmental Management Approach to Green Agriculture

by Chulin Pan, Yufeng Jiang, Mingliang Wang, Shuang Xu, Ming Xu and Yixin Dong

Int. J. Environ. Res. Public Health 2021, 18(15), 7900; https://doi.org/10.3390/ijerph18157900 - 26 Jul 2021

Cited by 22 | Viewed by 4672

Abstract

Based on natural resource-based theory, this study constructed a relational model between green intellectual capital, green innovation, and an agricultural corporate sustainable competitive advantage. The samples included a total of 341 agricultural companies in China, and multiple regression methods are used for the [...] Read more.

Based on natural resource-based theory, this study constructed a relational model between green intellectual capital, green innovation, and an agricultural corporate sustainable competitive advantage. The samples included a total of 341 agricultural companies in China, and multiple regression methods are used for the analysis. The results showed that green product innovation and green process innovation had a mediation effect between green human capital, green structural capital, green relational capital, and the sustainable competitive advantage of agricultural corporate. Beyond the simple moderation effect, a new integrated moderated-mediation effect model was established. It was shown that environmental leadership, green organizational identification, and green dynamic capability had different moderated-mediation effects under different conditions. The study is expected to close the previous research gaps and insufficiency in agricultural corporate environmental management and green agricultural. The empirical results and conclusions bring enlightenment and meaningful theoretical guidance to managers, researchers, practitioners, and policy makers in the green and sustainable development of agricultural corporates. The new environmental management path can help agricultural corporates conduct green innovation effectively, adapt to the green agricultural products market, and achieve sustainable competitive advantage. Ultimately, this will help to accelerate the development of green agriculture. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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16 pages, 597 KiB

Open AccessArticle

The Interplay between Corporate Social Responsibility at Employee Level, Ethical Leadership, Quality of Work Life and Employee Pro-Environmental Behavior: The Case of Healthcare Organizations

by Edina Molnár, Asif Mahmood, Naveed Ahmad, Amir Ikram and Shah Ali Murtaza

Int. J. Environ. Res. Public Health 2021, 18(9), 4521; https://doi.org/10.3390/ijerph18094521 - 24 Apr 2021

Cited by 45 | Viewed by 6841

Abstract

The notion of corporate social responsibility (CSR) has been around for many decades. However, even in 2021, its spectrum is still evolving. Several studies addressed CSR for realizing different organizational outcomes. However, its significance in achieving employee-related consequences is relatively new to the [...] Read more.

The notion of corporate social responsibility (CSR) has been around for many decades. However, even in 2021, its spectrum is still evolving. Several studies addressed CSR for realizing different organizational outcomes. However, its significance in achieving employee-related consequences is relatively new to the literature. In the same manner, it is not clear from existing literature how ethical leaders can impact their followers’ CSR-related behavior, for example, employee pro-environmental behavior (EPB). With this background, the current study aims to explore the relationship of CSR at the employee level (CSR-E) with EPB through the mediating effect of ethical leadership (ELS) in the healthcare sector of a developing economy. This study also proposes a conditional indirect effect of quality of work-life (QWL) in this relationship. The data for the current study were obtained from different hospitals located in a large city through a self-administered questionnaire. The data were examined through the structural equation modeling (SEM) technique. The results validated that CSR-E positively influences EPB, and ELS partially mediates this relationship. Furthermore, the results also confirmed the presence of the conditional indirect effect of QWL in the proposed relationship of the current study. These findings will be helpful for healthcare policymakers to enhance the pro-environmental behavior of employees at the workplace through CSR-E and ELS. These results will also be helpful in reducing the overall environmental footprint of a hospital. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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14 pages, 510 KiB

Open AccessArticle

Corporate Social Responsibility at the Micro-Level as a “New Organizational Value” for Sustainability: Are Females More Aligned towards It?

by Naveed Ahmad, Zia Ullah, Asif Mahmood, Antonio Ariza-Montes, Alejandro Vega-Muñoz, Heesup Han and Miklas Scholz

Int. J. Environ. Res. Public Health 2021, 18(4), 2165; https://doi.org/10.3390/ijerph18042165 - 23 Feb 2021

Cited by 65 | Viewed by 6468

Abstract

While prior studies have largely addressed corporate social responsibility (CSR) at a macro or institutional level, its importance at the micro or individual level is to date underexplored, especially in the context of developing economies. Further, it is not clear from the studies [...] Read more.

While prior studies have largely addressed corporate social responsibility (CSR) at a macro or institutional level, its importance at the micro or individual level is to date underexplored, especially in the context of developing economies. Further, it is not clear from the studies in the extant literature how the role of females is more important in the context of environmental management as compared to males. Similarly, micro-level CSR (MCSR) is emerging as a “new organizational value”, and the organizations that acknowledge this “new organizational value” and incorporate it into their business operations are likely to achieve sustainability objectives far better as compared to their counterparts. The present study investigates the impact of MCSR on employees’ pro-environmental behavior with the moderating effect of gender in the healthcare sector of Pakistan. The data were collected from five large hospitals in the city of Lahore through a self-administered questionnaire and analyzed using structural equation modeling (SEM) in AMOS software. A total of 533 out of 800 responses were received, which were used for data analysis of the present study. The results revealed that MCSR positively influences employee’s pro-environmental behavior, and gender moderates this relationship but the moderating effect of females is stronger as compared to males. The findings of the present study would help policymakers understand the importance of MCSR as a “new organizational value” to influence employees’ pro-environmental behavior with a special focus to promote the proactive role of females at workplaces. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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10 pages, 342 KiB

Open AccessArticle

Could Emotional Intelligence Ability Predict Salary? A Cross-Sectional Study in a Multioccupational Sample

by Martin Sanchez-Gomez, Edgar Breso and Gabriele Giorgi

Int. J. Environ. Res. Public Health 2021, 18(3), 1322; https://doi.org/10.3390/ijerph18031322 - 1 Feb 2021

Cited by 12 | Viewed by 5249

Abstract

The study of emotional intelligence (EI) in work environments is a trending topic. However, few studies have examined the relationship between EI and salary. Therefore, the presented research aims to analyze the influence of EI on salary using a multioccupational sample. The participants [...] Read more.

The study of emotional intelligence (EI) in work environments is a trending topic. However, few studies have examined the relationship between EI and salary. Therefore, the presented research aims to analyze the influence of EI on salary using a multioccupational sample. The participants were 785 subjects aged between 18 and 58 years (M = 39.41; SD = 10.95). EI ability was measured using the Mobile Emotional Intelligence Test (MEIT), while the salary was collected together with other sociodemographic variables in a questionnaire created ad hoc. After controlling for the age, gender, social class, educational level, and work experience variables, the results of correlation and regression analysis showed that participants with higher EI and emotional-repair capacity generally have higher salary. These findings provide preliminary evidence that EI is a relevant variable in achieving career success. The ability to channel and manage emotions could help employees develop stronger interpersonal relationships, leading to higher positions and greater financial compensation. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

21 pages, 1087 KiB

Open AccessArticle

Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach

by Maria Saleem, Faisal Qadeer, Faisal Mahmood, Heesup Han, Gabriele Giorgi and Antonio Ariza-Montes

Int. J. Environ. Res. Public Health 2021, 18(1), 331; https://doi.org/10.3390/ijerph18010331 - 5 Jan 2021

Cited by 42 | Viewed by 6368

Abstract

In this era of globalization, preventing organizations from undermining and degrading the environment has become a great challenge, especially when considering that organizations are among the major contributors to environmental deterioration. As a result, scholars have recently begun to focus on understanding the [...] Read more.

In this era of globalization, preventing organizations from undermining and degrading the environment has become a great challenge, especially when considering that organizations are among the major contributors to environmental deterioration. As a result, scholars have recently begun to focus on understanding the key determinants of employee green behavior (EGB), a nascent field within the area of sustainable development and organizational behavior. This study extends the emerging discussion over EGB by investigating how green behavior can be inculcated into employees’ mindsets and under what conditions this can best be accomplished. The present research examines the relationship between ethical leadership and EGB by the mediating mechanisms of green psychological climate, employees’ harmonious environmental passion, and employees’ environmental commitment, through the underpinnings of social learning theory. Further, the study examines the contingency effects of leaders’ pro-environmental attitudes to determine how leaders with ethical attributes and pro-environmental attitudes can create a green psychological climate that ultimately leads to EGB through employees’ harmonious environmental passion and employees’ environmental commitment. The approach to implementing theory development is deductive as the research employed a quantitative research design and survey administration with a time-lagged approach. Multi-level data were collected from 400 respondents working in public and private sector hospitals and universities in Pakistan. The analysis was conducted in MPlus. The results show positive and statistically significant effects of ethical leadership on EGB through the serial mediations of a green psychological climate and employees’ harmonious environmental passion, and a green psychological climate and employees’ environmental commitment. Moreover, the leaders’ pro-environmental attitude contingency strengthens the indirect impact of ethical leadership on EGB. This research provides several managerial implications through which organizations can strategically concentrate on EGB, including saving energy by turning off unused lights, reducing waste, and recycling. Full article

(This article belongs to the Special Issue New Organizational Values and Mental Health)

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