Conceptualizing the Role of Target-Specific Environmental Transformational Leadership between Corporate Social Responsibility and Pro-Environmental Behaviors of Hospital Employees

Sustainable sojourns: Fostering sustainable hospitality practices to meet UN-SDGs

This research discusses the significance of environmental transformational leadership (ENTL) in the creation of energy-saving sustainable behaviors (EESB) among employees in the tourism and hospitality sector of China. The method is consequently a quantitative analysis, where the mediating effect of green intrinsic motivation (GNIM) and green passion (GRP), and the moderating role of green altruism (GNA) are examined to understand their influence on the relationship between ENTL and EESB. The data were gathered from multiple hotels in major Chinese cities, with the use of a structured questionnaire. The study shows that ENTL has significant effect on EESB, with GNIM and GRP serving as mediating factors. In addition, GNA was shown to have been able to boost the effects that ENTL has on these mediators. The findings are indicative of the vital role of leadership in promoting responsible practices within the tourism and hospitality sector, and towards the attainment of the UN Sustainable Development Goals. This research not only fills the gaps in the existing literature that primarily focuses on developed economies but also provides policy makers and business leaders with practical solutions for enhancing the sustainability in emerging economies.

Green sustainability in the hotel sector: The role of CSR, intrinsic green motivation, and personal environmental norms

In the context of the United Nations Sustainable Development Goals (UN-SDGs), this study accentuates the role of the tourism and hospitality sector in promoting sustainability. The primary purpose is to unravel the relationship between corporate social responsibility (CSR) and energy-specific sustainable behavior of employees (ESBE), with particular emphasis on the mediating roles of green intrinsic motivation and personal environmental norms. Utilizing a three-wave data collection approach, we secured 325 valid responses from sector employees at various levels (manager-non managers) and applied Structural Equation Modeling through the SMART-PLS tool to assess the hypothesized relationships. The findings highlight a pronounced interconnection between CSR, ESBE, and the designated mediating variables. These results not only augment the academic literature by illustrating the psychological underpinnings bridging CSR to ESBE, but also equip the tourism and hospitality industry with actionable insights. Through informed CSR initiatives aligned with employee values, the sector can galvanize sustainable behaviors and create business models that resonate with the aspirations of the UN-SDGs, pointing the way to a more sustainable industry.

The mediating role of pro-environmental attitude and intention on the translation from climate change health risk perception to pro-environmental behavior

Climate change is a serious environmental issue appearing in China. As a public service institution operating around the clock, the negative impact of hospitals on the environment is evident, promoting their workers' pro-environmental behavior (PEB) through increasing climate change health risk perception (CHRP) is an effective method to protect the environment and achieve sustainable development. This study investigates how CHRP shapes pro-environmental attitude (PEA), pro-environmental intention (PEI), and pro-environmental behavior (PEB) among hospital workers. Using structural equation modeling (SEM) to determine the chain of causation from CHRP to PEB among hospital workers. The result shows that CHRP positively affects PEA and PEI, and PEI positively affects their PEB. In addition, although CHRP has no significant direct effect on PEB, it can play a crucial indirect effect through the mediating role of PEI. Moreover, the result of multiple regression shows that there are significant differences regarding PEA, PEI, and PEB.

The influence of digital platform on the implementation of corporate social responsibility: from the perspective of environmental science development to explore its potential role in public health

Introduction

This paper aims to explore the intersection of corporate social responsibility (CSR) and public health within the context of digital platforms. Specifically, the paper explores the impact of digital platforms on the sustainable development practices of enterprises, seeking to comprehend how these platforms influence the implementation of environmental protection policies, resource management, and social responsibility initiatives.

Methods

To assess the impact of digital platforms on corporate environmental behavior, we conducted a questionnaire survey targeting employees in private enterprises. This survey aimed to evaluate the relationship between the adoption of digital platforms and the implementation of environmental protection policies and practices.

Results

Analysis of the survey responses revealed a significant positive correlation between the use of digital platforms and the environmental protection behavior of enterprises (r = 0.523 ; p < 0.001 ), Moreover, the presence of innovative environmental protection technologies on these platforms was found to positively influence the enforcement of environmental policies, with a calculated impact ratio of (a ∗ b / c = 55.31 % ). An intermediary analysis highlighted that environmental innovation technology plays a mediating role in this process. Additionally, adjustment analysis showed that enterprises of various sizes and industries respond differently to digital platforms, indicating the need for tailored environmental policies.

Discussion

These findings underscore the pivotal role of digital platforms in enhancing CSR efforts and public health by fostering improved environmental practices among corporations. The mediating effect of environmental innovation technologies suggests that digital platforms not only facilitate direct environmental actions but also enhance the efficiency and effectiveness of such initiatives through technological advances. The variability in response by different enterprises points to the importance of customizable strategies in policy formulation. By offering empirical evidence of digital platforms' potential to advance CSR and public health through environmental initiatives, this paper contributes to the ongoing dialogue on sustainable development goals. It provides practical insights for enterprises and policy implications for governments striving to craft more effective environmental policies and strategies.

A new conceptual model to investigate the role of hospital's capabilities on sustainable learning

The health-care industry is in a state of constant flux, with new challenges and opportunities emerging regularly. Hospitals, as the cornerstone of health-care delivery, must adapt and embrace change to provide optimal patient care. One crucial aspect that plays a significant role in the success of hospitals is sustainable learning. Sustainable learning refers to acquiring knowledge, skills, and competencies that enable health-care professionals to adapt to changes, implement best practices, and deliver high-quality care. Sustainable learning, a concept gaining prominence, emphasizes the ability of hospitals to learn from experiences and adapt to changing circumstances while maintaining quality health-care delivery. This article aims to investigate the role of hospital capabilities in sustainable learning and explore how hospitals can foster an environment that promotes continuous learning and development. Another goal of the paper is to test the relationships between cultural capabilities, structural capabilities, knowledge management capabilities, Information Technology (IT) infrastructure, top management support, application capabilities, and sustainable learning. The Partial Least-Squares (PLS) algorithm was performed using SmartPLS 3.0 to attain this goal. The results successfully support the study goals. This study verified that cultural capability, structural capabilities, knowledge management capabilities, IT infrastructure, top management support, and application capabilities positively affected sustainable learning. This investigation contributes to hospital, management, and education research by developing an integrated paradigm for sustainable learning. In conclusion, the new conceptual model presented here provides a robust framework for investigating the role of hospital capabilities in sustainable learning. By understanding and improving their capabilities, hospitals can not only adapt to change but also thrive in an ever-changing health-care landscape.

Psychology in action: Social media communication, CSR, and consumer behavior management in banking

In today's digitally interconnected world, social media emerges as a powerful tool, offering different opportunities for modern businesses. Not only do organizations use social media for marketing purposes, but they also endeavor to influence consumer psychology and behavior. Although prior studies indicate social media's efficacy in disseminating corporate social responsibility (CSR) communications, there remains a dearth of research addressing the impact of CSR-related messaging from banks on consumers' brand advocacy behavior (CBAB). Our study seeks to bridge this gap, exploring the CSR-CBAB relationship within the banking sector of an emerging economy. Additionally, we investigate the roles of consumers' emotions and values in mediating and moderating their CBAB, introducing two mediating factors, consumer happiness (HP) and admiration (BRAD), and moderating variable altruistic values (ATVL). Data collection involved an adapted questionnaire targeting banking consumers. The structural analysis revealed a positive correlation between a bank's CSR-related social media communications and CBAB. HP and BRAD were identified as mediators in this relationship, while ATVL emerged as a moderator. These findings hold significant theoretical and practical implications. For instance, our research highlights the indispensable role of social media in effectively conveying CSR-related information to banking consumers, subsequently enhancing their advocacy intentions.

Why Do Employees Show Pro-Environmental Behaviors? A Perspective of Environment Social Responsibility

This research uses social identity theory to propose that environmental social responsibility perceptions influence green commitment, and then influence pro-environmental behaviors, which are moderated by institutional pressure. Data were collected from 100 employees of technology firms in Taiwan, and the results support all hypotheses. This research chose technology firms as empirical data because Taiwan's technological level is known to the world, which can reduce sampling errors caused by the lack of environmental knowledge. Finally, this research not only advances the literature on sustainability issues in organizational management but also provides a paradigm to help firms implement pro-environmental behaviors to achieve competitive advantage and sustainable development goals.

Corporate social responsibility and employee engagement: the mediating role of personal environmental norms and employee green behavior

Purpose

This paper aims to investigate the influence of corporate social responsibility (CSR) on employee engagement (EE) through mediating effect of personal environmental norms (PEN) and employee green behavior (EGB).

Design/methodology/approach

The proposed model was validated using 360 employees data from manufacturing and service industries.

Findings

The findings confirmed that CSR is the positive and significant driver of EE. The results also demonstrated PEN and green employee behavior partly mediate this relationship.

Practical implications

The finding of this study enriches the existing literature and social outcomes of CSR. Theoretical and practical contributions have been discussed in detail.

Originality/value

The study demonstrates CSR is significantly related to EE, mediated via PEN and EGB, highlighting the necessity for micro-level CSR research. To the best of the authors’ knowledge, this is the first and foremost empirical research that establishes the mediating effects of PEN and EGB between CSR and EE in the Indian context.

Internal Corporate Social Responsibility and Employee Burnout: An Employee Management Perspective from the Healthcare Sector

Purpose

The issue of burnout has been identified as one of the most pressing challenges in organizational management, impacting the ability of an organization to succeed as well as employee productivity. In the healthcare industry, burnout is particularly prevalent. Burnout has received increasing attention from scholars, and different models have also been proposed to address this issue. However, burnout is on the rise in healthcare, especially in developing countries, indicating the need for more research on how to mitigate burnout. Research indicates that internal corporate social responsibility (ICSR) has a significant impact on employee behavior. However, little attention has been paid to exploring how ICSR might effectively reduce healthcare burnout. This study aims to investigate how ICSR and employee burnout are related in the healthcare sector of a developing country. In addition, we tested how subjective well-being and resilience mediate and moderate the effect of ICSR on employee burnout.

Methods

Data were collected from 402 healthcare employees working in different hospitals in Pakistan. In our study, we used a self-administered questionnaire as a data collection instrument. We have adapted the items in this survey from reliable and already published sources. Data collection was carried out in three waves.

Results

Hypotheses were evaluated using structural equation modeling (SEM). Software such as IBM-SPSS and AMOS were used for this purpose. ICSR significantly reduces healthcare employees' burnout, according to the results of the structural analysis. The relationship between ICSR and burnout was also found to be mediated by subjective well-being, and resilience moderated the relationship between ICSR and subjective well-being.

Findings

In light of our findings, hospitals can take some important steps to resolve the problem of burnout. The study specifically stresses the importance of ICSR as a contextual organizational resource for preventing burnout among healthcare employees.

The Role of CSR Information on Social Media to Promote the Communicative Behavior of Customers: An Emotional Framework Enriching Behavioral Sciences Literature

Studies have shown that an organization's corporate social responsibility (CSR) activities affect customer behaviors such as loyalty and satisfaction. In spite of this, the role of social media in informing customers about a brand's CSR activities and in fostering customer advocacy behavior (CADB) has been underexplored. To fill this knowledge gap, this study investigates the relationship between the CSR-related communication of a banking organization and CADB. This study also examines how emotions such as customer-company identification (CCI) and gratitude as a mediator and a moderator. Using a self-administered questionnaire (n = 302), we collected data from banking customers. Hypotheses were evaluated by using structural equation modeling, which revealed that CSR positively predicts CADB, whereas there are mediating and moderating functions of CCI and GA. Theoretically, this study highlights the role of human emotions in behavior formation from the standpoint of social media. Practically, this study provides important insights for the banking sector's administrators to realize the important role of CSR communication, using different social networking websites, for converting customers into brand advocates.

From Corporate Social Responsibility to Employee Well-Being: Navigating the Pathway to Sustainable Healthcare

Purpose

Despite extensive research on the impact of corporate social responsibility (CSR) on employee outcomes, only limited research has been conducted to investigate the impact of CSR on healthcare employees' burnout (BUO). Additionally, the underlying mechanism by which CSR may reduce BUO has not been fully understood. In order to fill these gaps, we explored the relationship between CSR and BUO, as well as the possible mediating effects of subjective wellbeing (SW) and compassion (CM). Also, employee admiration (AM) was examined as a moderating factor.

Methods

The study utilized a questionnaire to collect data, which was distributed using the paper-pencil method. A total of 335 healthcare employees, including nurses, doctors, paramedics, and general administration, participated in the study. Specifically, we focused on the healthcare segment of Pakistan. A survey was conducted to assess participants' perceptions of CSR practices, BUO, AM, SW, and CM within their organizations. The questionnaire consisted of several standardized scales validated in previous research.

Results

We investigated the relationship between CSR and BUO using the AMOS software. BUO was negatively associated with CSR, suggesting that organizations with strong CSR practices may be able to reduce employee burnout. Moreover, the relationship between CSR and BUO was mediated by both subjective wellbeing (SW) and compassion (CM), revealing how CSR may impact employee burnout. Furthermore, we found that employee admiration (AM) buffered the relationship between CSR and BUO.

Findings

BUO is a growing concern among healthcare professionals and has the potential to negatively impact the quality of patient care, staff morale, and, ultimately, the success of healthcare organizations. BUO in healthcare settings can be effectively addressed by implementing CSR strategies. Effective CSR strategies should be implemented in a meaningful way to employees and provide them with opportunities to engage in activities that align with their values and interests.

The Relationship between Corporate Social Responsibility on Social Media and Brand Advocacy Behavior of Customers in the Banking Context

This research study aims to investigate the relationship between corporate social responsibility (CSR)-related communication on social media and brand advocacy behavior of retail banking customers in a developing country. This study also proposes a dual mediating mechanism of customer engagement and customer-company identification in the above-proposed relationship. The data were collected from retail banking customers with the help of a self-administered questionnaire (n = 356). To test the hypothesized relationships, a theoretical model was developed in this study. For hypothesis testing, we used the structural equation modeling (SEM) technique in AMOS software. The empirical analysis results confirmed our theoretical assumption that the manifestation of CSR-related communication on social media by a bank significantly influenced the advocacy behavior of retail banking customers. Our study also confirmed the mediating function of customer engagement and customer-company identification. The findings of this study offer different implications for the banking sector. For example, our study highlights the critical role of CSR-related communication on social media for meaningful customer-brand relationships by promoting the advocacy behavior of customers.

Understanding the Impact of Environmentally Specific Servant Leadership on Employees' Pro-Environmental Behaviors in the Workplace: Based on the Proactive Motivation Model

The increasingly severe environmental situation has brought challenges to the world, and organizations are aware of the importance of environmental management and are committed to changing individuals' environmental behavior patterns. Based on the proactive motivation model, this study constructs a moderated multiple mediation model to explore the impact mechanism and boundary conditions between environmentally specific servant leadership (ESSL) and employees' workplace pro-environmental behaviors (WPB). This study examines 440 Chinese industrial sector employees, and the linear regression method test results show that: (1) ESSL significantly promotes employees' WPB. (2) Green self-efficacy (GSE), green organizational identity (GOI), and environmental passion (EP) act as multiple mediators between ESSL and employees' WPB. (3) Green shared vision (GSV) positively moderates the relationship between ESSL and employees' WPB. This study provides a new theoretical perspective on how ESSL affects employees' WPB, which is analyzed from three aspects: "can do", "reason to", and "energized to". This new mechanism reveals that leaders should transform their leadership style to that of environmental service, and focus on enhancing the employees' GSE, GOI, and EP. Moreover, ESSL should make copious use of green strategy tools, such as GSV, to realize the above mechanism.

Corporate Social Responsibility and Energy-Related Pro-Environmental Behaviour of Employees in Hospitality Industry

Tourism and hospitality are at a crossroads. The growth and developmental potential of these industries indicate the economic benefits for an associated nation at one end. However, the environmental issues related to tourism and hospitality create challenges for the administration at another end. In most cases, a sheer amount of carbon emission in hospitality lies with energy consumption, especially electrical energy. However, past studies on environmental management have mainly focused on the supply side of energy (production) and left the terrain of the demand side (consumption by individuals) unattended. Recently, behavioral scientists have indicated that corporate social responsibility (CSR) actions of a firm can promote sustainable behavior among individuals, including employees. We tend to spark this discussion from an energy consumption perspective by investigating the relationship between CSR and energy-related pro-environmental behavior of employees (EPB) in the hospitality sector of a developing country (Pakistan). To understand the underlying mechanism of this relationship, this study proposes the mediating role of green intrinsic motivation (GIM) and the moderating role of human emotions, e.g., employee admiration (ADM). We developed a theoretical model for which the data were gathered from different hotel employees with the help of a questionnaire. We used structural equation modeling for hypotheses testing. The empirical evidence indicated that CSR significantly predicts EPB, and there is a mediating role of GIM. The study also confirmed that ADM moderates this relationship. The findings of this study will be helpful for hotel administration to understand the profound importance of CSR-based actions to promote energy-related sustainable behavior among employees, e.g., EPB. Other implications for theory and practice have been highlighted in the main text of this draft.

Perceived corporate social responsibility, ethical leadership, and moral reflectiveness impact on pro-environmental behavior among employees of small and medium enterprises: A double-mediation model

Corporate social responsibility (CSR) is ever-evolving concept and gaining significance in the business world. This research proposes a research model that elucidates the mechanism by which Corporate social responsibility (CSR), ethical leadership, and moral reflectiveness promote pro-environmental behavior among employees of Small and Medium Enterprises (SMEs). In today's ever-changing environment, small and medium companies (SMEs) are critical for any economy to thrive and prosper. SMEs account for more than 30% of the GDP in Pakistan. However, little is known about the processes by which type of leadership influence the pro-environmental behavior, or the circumstances under which such impacts are strengthened or mitigated. The current study attempted to fill the gap by investigating a dual process model in which ethical leadership and a moral reflectiveness acted as two explanatory mechanisms in the impact of Corporate social responsibility (CSR) on pro-environmental behavior among employees working in small and medium enterprises (SMEs). The structural equation modeling technique was used to test the research model's hypothesized relationships. A survey was used to collect data from 390 employees. Results showed that perceived CSR directly impacted moral reflectiveness and ethical leadership. Moreover, the moral reflectiveness and ethical leadership mediated the relationship between the perceived CSR and pro-environmental behavior. These findings contributed significantly to perceived CSR, ethical leadership, moral reflectiveness, and pro-environmental behavior among employees by exploring and integrating the holistic research work into one framework to add to the body of knowledge. Practical implications and future research directions are also highlighted.

Preparing for the “black swan”: Reducing employee burnout in the hospitality sector through ethical leadership

Hospitality is at a crossroads. While the growth and developmental indicators in this sector show economic potential, the rising employee burnout rate is a serious challenge to hospitality management. Literature suggests that an ethical leader can reduce employee burnout significantly. Although hospitality employees face a higher risk of burnout than other service segments, shockingly, past leadership studies did not focus on how ethical leaders in a hospitality organization may reduce the risk of burnout. Therefore, we conducted this research to explore ethical leadership-burnout relationships in the hospitality sector with the mediating effects of subjective wellbeing and employee resilience. A questionnaire was provided to employees in different hotel organizations (n = 346). Structural equation modeling was employed for hypothesis testing. The statistical evidence supported the theoretical assumptions that ethical leadership negatively predicts employee burnout, and subjective wellbeing and resilience mediate this relationship. The outcomes of this study suggest different theoretical and social implications. For example, the findings indicate the effectiveness of ethical leadership in reducing employee burnout in the hospitality sector. Several other implications have been discussed in detail.

Advancing the debate on hotel employees’ environmental psychology by promoting energy-saving behavior in a corporate social responsibility framework

Considering the vulnerable climatic conditions in most parts of the planet, a successful transition toward a carbon-free future is a critical challenge worldwide. In this respect, around 35% of the world’s total greenhouse gas emission (GHG) is associated with the power sector (especially electrical energy). To this end, a vast of electrical energy has been used by the people in buildings. Specifically, a significant amount of energy in buildings is used for heating, cooling, and ventilation. While the available literature highlights the importance of neat, clean, and green electrical energy for the decarbonization of society, a critical gap exists in such literature. That is, most of the literature under this stream deals with the supply side (production) of electrical energy, while the demand side (consumption at an individual level) was neglected. To bridge this critical knowledge gap, this study investigates how the CSR engagement of a hotel organization can promote the energy-related pro-environmental behavior (ERPEB) among the employees with the intervening effect of employees’ environmental commitment (EMEC) and Green intrinsic motivation (GRIM). Further, the conditional indirect role of altruistic values was also tested in this study. The data were collected from different hotel employees in Pakistan with the help of a self-administered questionnaire. We tested the hypothesized relationship through structural equation modeling (SEM). The results confirmed that CSR can be a potential motivator to impact the ERPEB of employees, while EMEC and GRIM mediated this relationship significantly. The findings of this study also confirmed the conditional indirect role of altruistic values. These findings offer various theoretical and practical contributions which are conversed in detail.

Reducing Employee Turnover Intentions in Tourism and Hospitality Sector: The Mediating Effect of Quality of Work Life and Intrinsic Motivation

Employee turnover causes various organizational disruptions, including economic and social loss and a deficit in organizational knowledge-skill inventory. Considering different forms of organizational disruptions associated with employee turnover, the contemporary literature on organizational sciences has shown serious concern in dealing with the challenge of employee turnover. However, shockingly, the employee turnover rate in the tourism and hospitality sector has been reported to be critically high even at a global level. Moreover, considering the customer-facing nature of this industry, employee turnover has more consequences for the tourism and hospitality sector compared to other segments of the economy. Past literature has acknowledged the role of employee-related corporate social responsibility (ERCSR) activities of an organization in influencing employee behavior. However, a critical knowledge gap in this domain still exists. That is, most of the prior studies tested the impact of ERCSR on positive employee behavior and did not test how ERCSR engagement in an organization may reduce employee turnover intentions, especially in a hospitality context. To fill this knowledge gap, this study aimed to investigate the relationship between ERCSR and employee turnover intentions in a hospitality sector of a developing country. Additionally, the mediating roles of quality of work life and intrinsic motivation were also tested in the above-proposed relationship. The hotel employees were the respondents in this survey who provided their responses related to the study variables on a self-administered questionnaire (n = 278). A hypothetical model was developed and analyzed with the help of the structural equation modeling technique. The results confirmed that ERCSR orientation of a hotel organization significantly reduces the turnover intentions of employees, whereas both quality of work life and intrinsic motivation buffered this association by producing mediating effects. These findings have different theoretical and practical implications, among which the most important implication is to realize the key role of ERCSR in reducing employees' turnover intentions in a hospitality context. Various other implications are discussed in detail.

Managing Hospital Employees' Burnout through Transformational Leadership: The Role of Resilience, Role Clarity, and Intrinsic Motivation

Medical errors have been identified as one of the greatest evils in the field of healthcare, causing millions of patient deaths around the globe each year, especially in developing and poor countries. Globally, the social, economic, and personal impact of medical errors leads to a multi-trillion USD loss. Undoubtedly, medical errors are serious public health concerns in modern times, which could be mitigated by taking corrective measures. Different factors contribute to an increase in medical errors, including employees' risk of burnout. Indeed, it was observed that hospital employees are more exposed to burnout situations compared to other fields. In this respect, managing hospital employees through transformational leadership (TL) may reduce the risk of burnout. However, surprisingly, studies on the relationship between TL and burnout are scarce in a healthcare system, indicating the existence of a critical knowledge gap. This study aims to fill this knowledge gap by investigating the role of TL in reducing the risk of burnout among hospital employees. At the same time, this study also tests the mediating effects of resilience and role clarity with the conditional indirect effect of intrinsic motivation in the above-proposed relationship. To test different hypotheses, a hypothetical model was developed for which we collected the data from different hospital employees (n = 398). Structural equation modeling (SEM) was considered for statistical validation of hypotheses confirming that TL significantly reduces burnout. The results further indicated that resilience and role clarity mediate this relationship significantly. Lastly, the conditional indirect effect of intrinsic motivation was also confirmed. Our results provide meaningful insights to the hospital administrators to combat burnout, a critical reason for medical errors in hospitals. Further, by incorporating the TL framework, a hospital may reduce the risk of burnout (and, hence, medical errors); on the one hand, such a leadership style also provides cost benefits (reduced medical errors improve cost efficiency). Other different theoretical and practical contributions are discussed in detail.

Environmental Corporate Social Responsibility and Workplace Pro-Environmental Behaviors: Person-Organization Fit and Organizational Identification's Sequential Mediation

Organizations' environmental performance has come increasingly under scrutiny given the need for sustainable, low-carbon economies. Workers' pro-environmental behaviors (PEBs) can contribute to greener operations, but research on workplace PEBs is still an emerging field. This study examined how employees' perceptions of environmental corporate social responsibility (CSR) policies and practices are related to their self-reported voluntary PEBs, including person-organization fit (P-O fit) and organizational identification's role as sequential mediators. Data were gathered from 178 workers from different organizations via an online survey. The results reveal a positive relationship between perceived environmental CSR practices and work PEBs, which are both directly and indirectly connected through P-O fit and organizational identification. Managers can thus use environmental CSR activities to capitalize on employees' P-O fit and organizational identification, thereby fostering work PEBS.

Proposing a Robust Model to Reduce Employees’ Turnover Intentions in an Ethical Leadership Framework: Empirical Evidence from the Healthcare Sector

Employee turnover is expensive and disruptive for an organization. Studies have already mentioned that the economic cost of turnover is huge, ranging from 90% to 200% of the existing employee’s salary. With an increase in turnover rate, the social fabric of an enterprise may be disrupted. Additionally, organizations with an increasing turnover are expected to lose intangible knowledge and skills, operational effectiveness, customer satisfaction, and product or service quality. In a healthcare context, an increasing turnover rate has more consequences than other sectors because the healthcare sector worldwide is already identified as a sector facing resource scarcity. Exacerbating the situation, current evidence suggests that employee turnover has been increasing globally in the healthcare sector. The literature suggests that an ethical leadership style may reduce employees’ likelihood of quitting an organization. However, such literature is sparse in healthcare, especially from the perspective of a developing economy in the Global South, which is more resource-deficient than the Global North. To fill this knowledge gap, this study investigates the relationship between ethical leadership style and turnover intentions in the healthcare context of the Global South. This study also tests the mediating effect of intrinsic motivation and psychological contract fulfillment in the above-proposed relationship. Furthermore, the conditional indirect effect of resilience is also tested. The data are collected from the hospital employees through a self-administered questionnaire. The hypothesized relationships are tested through structural equation modeling. The empirical evidence indicates that ethical leadership reduces employees’ turnover intentions significantly. The results further confirm the mediating and moderating effects of intrinsic motivation, psychological contract fulfillment, and resilience. These results have different theoretical and practical implications for the healthcare sector. The results especially highlight the role of ethical leaders in a hospital to deal with the challenge of turnover, which has been rising worldwide.

Environmentally Specific Servant Leadership and Employees’ Energy-Specific Pro-Environmental Behavior: Evidence from Healthcare Sector of a Developing Economy

Environmental issues are significantly rising worldwide. Addressing the environmental issues and preserving the biosphere is a critical matter of concern in this era. The sheer amount of total greenhouse gas (GHG) emissions in the world is related to the energy sector, especially electrical energy. A bulk of electrical energy is consumed by individuals in buildings for cooling and heating purposes. Prior researchers have emphasized employing clean and green energy sources to deal with environmental issues. The role of green energy from a decarbonization aspect is unchallengeable. However, a critical gap in most energy-related studies exists in the available literature. That is, most of the literature focuses on the supply side (the production) of energy, neglecting the critical issue lies with the demand side (consumption side). Energy data show that a sheer amount of electrical energy is wasted by individuals due to their inadequate energy consumption behavior. In this respect, a country’s healthcare system uses a significant amount of electrical energy. In particular, hospital staff uses a bulk of electricity during patient treatment, care, and other service delivery operations. The critical aim of this study is to improve the energy-specific pro-environmental behavior (EPEB) of hospital employees in an environmentally specific servant leadership (ESL) framework. Specifically, the study was conducted in Pakistan, which is a developing country. This study also tests the mediating effect of green self-efficacy (GSE) and green perceived organizational support (GPOS) in the above-proposed relationship. The data for the current work were collected from hospital employees by employing a survey strategy (n = 316) from a developing country. Structural equation modeling was considered to analyze the data, which confirmed that a servant leader with environmental preferences could significantly drive the EPEB of employees (β = 0.699), while GSE (β = 0.138) and GPOS (β = 0.102) mediated this relationship. The findings of this study can help the healthcare sector to improve its efforts toward de-carbonization by improving the energy consumption behavior of employees through ESL, GSE, and GPOS.

The Role of CSR in Promoting Energy-Specific Pro-Environmental Behavior among Hotel Employees

Mitigating environmental crises requires efforts to reduce carbon emission at every level and segment of an economy. In this respect, the energy sector is blamed for increasing greenhouse gas emissions (GHG) throughout the globe. Specifically, it was specified that electrical energy contributes to 35% of the world’s GHG emissions. Without a doubt, the topics related to clean and green energies remained a part of academic discussion; however, a critical knowledge gap exists in most studies. That is, most of the prior literature focused only on the production side (supply side) of electrical energy, neglecting the consumption side (consumption at the level of individuals). Given that a significant amount of electricity has been consumed by the individuals in buildings (homes, offices, or others) for heating and cooling purposes, it is important to promote a target-specific (energy-specific) pro-environmental behavior (TSPEB) of individuals. However, such a debate did not receive any significant attention previously. Further, psychological factors such as employees’ environmental commitment (EEC) and green self-efficacy (GSE) were identified as critical mediators to drive different employees’ outcomes, but the mediating effect of EEC and GSE was not tested earlier to foster TSPEB in a CSR framework. The data for the current work were collected from employees of different hotels in a developing country by employing a survey strategy (n = 383). The structural equation modeling was used to analyze the data, which confirmed that hospitality employees’ CSR perceptions could improve TSPEB. The statistical results also confirmed the significant mediating effects of EEC and GSE. The finding of this study will help the hospitality sector to improve its efforts for de-carbonization by improving the energy consumption behavior of employees as an outcome of CSR.

A CSR Perspective to Drive Employee Creativity in the Hospitality Sector: A Moderated Mediation Mechanism of Inclusive Leadership and Polychronicity

The hospitality sector, especially the hotel business, is at a crossroads. Dynamic business environments, rivalries, and isomorphisms in service operations are significant challenges for hotel enterprises. Fostering employee creativity is undoubtedly something that can well position a hotel in the face of competition. Research shows that corporate social responsibility (CSR) perceptions of employees for an enterprise can motivate them to be engaged in creativity. At the same time, it has also been mentioned that corporate leaders could significantly influence the behavior of employees. Nevertheless, employee creativity in a CSR framework has not been well-explored in a hospitality context. Moreover, the role of leadership, especially inclusive leadership styles, has been less discussed to spur employee creativity from a CSR perspective. To bridge the above knowledge gaps, this study investigates the relationship between CSR and employee creativity with the mediating effect of inclusive leadership in the hotel industry of a developing economy. Moreover, the conditional indirect effect of employee polychronicity was also tested in the proposed mediated relationship. For data collection, an adapted questionnaire was taken into consideration by employing a paper–pencil method (n = 427). A hypothetical model was refined and validated through structural equation modeling (SEM). The results confirmed that CSR can drive employee creativity significantly, and inclusive leadership partially mediates this relationship. It was also realized that polychronicity has a significant conditional indirect effect on the above-mediated relationship. These outcomes contribute to improvements in the hotel management, as well-designed CSR activities both improve the hotel’s image as an ethical enterprise and increase creativity among employees.

The Role of Healthcare Employees’ Pro-Environmental Behavior for De-Carbonization: An Energy Conservation Approach from CSR Perspective

Buildings worldwide use a large amount of energy and, hence, contribute to increasing the level of greenhouse gases emission (GHG). It was realized that most electrical energy is used in buildings for heating, cooling, and ventilation purposes. To deal with environmental issues, the concepts of renewable energies and clean or green energy sources have been a part of academic discussions. A review of the literature unveils that most of the prior research in the GHG domain focused on the production side of producing renewable energy by opting for different cleaner energy sources (for example, solar energy). Although such studies have contributed significantly to advancing the field, it is also important to change the energy consumption behavior at the level of individuals for decarbonization. However, such a debate to promote the pro-environmental behavior (PEB) of employees from the perspective of energy consumption remains an understudied area. Against this backdrop, this research was carried out to promote PEB at the level of employees through corporate social responsibility (CSR) and green organizational practices in the healthcare sector of an emerging economy. The current research also focused on personal employee values, especially altruistic values, to spur their PEB. The data for the current work was collected from employees of different hospitals by employing a survey strategy (n = 441). To analyze the data, structural equation modeling was considered. The results showed that CSR directly and indirectly (via green organizational practices) influences employees’ PEB, whereas the altruistic values of employees produce a significant conditional indirect effect on the above relationship. The current research offers different implications for theory and practice, which are discussed in detail.

The Role of CSR for De-Carbonization of Hospitality Sector through Employees: A Leadership Perspective

Tourism and hospitality have been recognized as leading economic sectors globally. Before the outbreak of COVID-19, it was estimated that the tourism and hospitality sector was growing by around 4% each year. Although the economic-efficiency-led hypothesis of the tourism and hospitality sector is strong, there is another perspective related to tourism and hospitality. That is, tourism and hospitality are not as “green” as they were supposed to be. Indeed, this sector is known for its outsized carbon footprint. It is estimated that, if not managed efficiently, the GHG contribution of the tourism sector will grow in the future. Specifically, the hotel business accounts for 1% of total global greenhouse gas emissions (GHG), which is huge. Responding to these significant issues, this study investigates the relationship between the corporate social responsibility (CSR) activities of a hotel enterprise and employees’ pro-environmental behavior (PEB). The mediating role of environmental-specific transformational leadership (ESTFL) and the moderating role of green perceived organizational support (GPOS) were also tested in the above relationship. The data were collected by the employees through a self-administered questionnaire. The hypothesized relations were statistically investigated by using structural equation modeling (SEM). The findings revealed that CSR activities of a hotel not only influence employees’ PEB directly, but the mediating role of ESTFL was also significant. At the same time, the conditional indirect role of GPOS was also confirmed. This study offers different theoretical and practical insights, which have been discussed in detail.

Fostering Hotel-Employee Creativity Through Micro-Level Corporate Social Responsibility: A Social Identity Theory Perspective

Due to globalization, a dynamic business environment, and stiff rivalry, the importance of employee creativity (EC) has increased in the current era more than ever before. The hotel sector has no exception, rather the need for creativity is high in this sector because most hotels operate in ways that are easy to imitate. Recently, researchers have paid attention to micro-level corporate social responsibility (ML-CSR) and have linked it to achieve different employee-related outcomes such as EC. However, the above relationship was less explored in a hospitality context. To bridge this gap, the current analysis aims to investigate the relationship of ML-CSR and EC with the mediating effect of work engagement (WE) in the hotel sector of a developing country. The study also attempts to extend the boundary of social identity theory in a collectivistic culture to explain the link between ML-CSR and EC. The data were collected from hotel employees (n = 461) and were analyzed with the help of structural equation modeling. The findings validated that ML-CSR positively influenced EC, and WE mediated this relationship. The current work offers different contributions to the theory and the field which are discussed in detail.

Enhancing Employee Creativity in the Banking Sector: A Transformational Leadership Framework

Despite the growing academic interest in transformational leadership and employee creativity, the banking sector has not yet received enough consideration. Mostly, the banking sector was assumed to be an inappropriate setting for employee creativity as it is a tightly supervised and controlled segment of an economy. Nevertheless, some research studies in advanced nations emphasized the significance of employee creativity in a banking context. However, the case of developing countries (e.g., Pakistan) has remained an understudied area. Against this background, the objective of this study was to examine the relationships between transformational leadership (TL), perceived organizational support (POS), and employee creativity (EC) through work engagement (WE). Some private banks were selected, situated in a large metropolitan city, with data collected for the present research by a self-administered questionnaire. The structural equation modeling (SEM) technique was employed to analyze data. It was observed that TL and POS induce EC, whereas WE mediated these relationships. These findings may help policymakers of the banking industry to improve employee creativity through WE.

An Inclusive Leadership Framework to Foster Employee Creativity in the Healthcare Sector: The Role of Psychological Safety and Polychronicity

Creativity at the level of employees is of utmost importance for every sector of an economy, with no exception to a healthcare system. The reason why employee creativity is important lies in the fact that employees have profound knowledge of their job and thus can serve as a source of meaningful innovation in an organization. Research shows that employee creativity is largely dependent on leadership. Corporate leaders significantly influence subordinates’ behavior. However, with the economic development, globalization, and changing business environment, a traditional authoritative leadership style can no longer be effective in understanding employees’ psychological needs to foster their creative behavior. In this regard, the role of inclusive leadership as an effective organizational management strategy was recently discussed in literature at different levels. It was also stated that an inclusive leader could foster employee creativity. However, such relationships in healthcare systems of developing economies have largely remained under-explored previously. We explored employee creativity in a healthcare context of a developing economy in an inclusive leadership framework to bridge such knowledge gaps. We also investigated the mediating roles of psychological safety and polychronicity in the above-stated relationship. We collected the data from hospital employees through a questionnaire (paper–pencil method). A hypothetical model was developed, which was tested through structural equation modeling in AMOS. Based upon the statistical outcomes, we found that an inclusive leadership style in a hospital can significantly foster employee creativity, whereas psychological safety and polychronicity mediate this relationship. This study offers different theoretical and practical insights, especially to a healthcare system. An important finding was that an inclusive leader can motivate the followers to be more creative. This finding is significant for a hospital because creative employees provide a hospital with a solid competitive base.