Abstract
Building on the broaden-and-build theory of positive emotions and on social role theory, this research investigates the linkages among prior job satisfaction, voluntary workplace green behavior (VWGB), and subsequent job satisfaction as dependent on work group gender composition. With a multi-source, multi-time dataset, our random coefficient modeling demonstrated that job satisfaction positively predicts VWGB and that this pattern is more salient in work groups with more females. In addition, while VWGB does not yield job satisfaction in a subsequent time period, this positive linkage occurs in work groups with fewer females. This research offers theoretical implications for understanding the internal states and personal benefits of voluntary green performers as well as for the role of work group gender diversity on the linkages between prior job satisfaction and VWGB and between VWGB and subsequent job satisfaction. Our findings also illuminate the practical benefits of environmentally sustainable organizations.
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Notes
For more information, see http://www.oecd.org/korea/greengrowthinactionkorea.htm.
One week in our study design was used as a time lag to avoid common method bias. We did not intend to give leaders this week to observe VWGBs of their followers. In the second survey, we asked group leaders to rate their followers’ VWGB in general rather than for a certain period of time.
VWGB is a reflective construct and a cause of observed measures that capture the behavioral patterns of reducing, reusing, and recycling office supplies. Thus, variation in VWGB influences variation in each green behavior indicator. Following this approach, Kim et al. (2017) conducted a confirmatory factor analysis and showed a good model fit.
For a supplemental analysis, we tested whether VWGB reported by group members has a similar relationship with other study variables. Self-reported VWGB was rated by group members at the time of the first survey. The results indicated that self-reported VWGB is not significantly related to either prior job satisfaction or subsequent job satisfaction. This finding implies a different effect between leader-rated and self-rated VWGB. This difference might suggest that leaders are pertinent raters of group members’ VWGB compared to self-reports, which are likely to contain social desirability bias. This difference, however, also can be interpreted as a validity issue. Therefore, future research should explore the convergent validity of VWGB from different raters.
This company employed about 20% females in 2011, when we collected the data. In our sample, the percentage of females is 24.50% (see Table 1). In South Korean companies, the average percentage of females who worked in companies nested in multiple industries between 2005 and 2013 was about 29%, according to Workplace Panel Surveys, a nationwide representative dataset collected by the Korea Labor Institute (KLI), funded by the government. Thus, the portion of females in our sample seems typical of the South Korean context. A small portion of females might suggest that the work group female percentage is a critical factor in this organization, as their presence is rare.
PANAS-X includes 10 adjectives that assess trait-like positive affect (PA). Among the 10 adjectives, we chose “active,” “enthusiastic,” “interested,” and “determined” because the HR manager in this company requested that we reduce the number of survey items to minimize the burdens of employees during their working hours. In fact, Crawford and Hendry (2004, p. 251) argued that the PA scale has four content categories: “attentive, interested, and alert (attentive); enthusiastic, excited, and inspired (excited); proud and determined (proud); and strong and active (strong). To reflect all four sub-dimensions, we chose one adjective per sub-dimension of the PA scale randomly. That is, we used “interested” in the “attentive” category, “enthusiastic” in the “excited” category, “determined” in the “proud” category, and “active” in the “strong” category. Although we used a short form of the PANAS scale, researchers have identified that a short version has sufficient reliability and validity (e.g. Thompson 2007).
For a supplemental analysis, we tested whether VWGB mediates the relationship between prior and subsequent job satisfaction, following a bootstrapping procedure (Preacher and Hayes 2008; Zhao et al. 2009). We conducted the parametric bootstrap procedure with 20,000 repetitions based on the approaches of MacKinnon et al. (2004) and Selig and Preacher (2008). We found that the indirect effect of prior job satisfaction on subsequent job satisfaction through VWGB is not significant based on the 95% confidence interval (− .02, .03).
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Kim, A., Kim, Y. & Han, K. A Cross Level Investigation on the Linkage Between Job Satisfaction and Voluntary Workplace Green Behavior. J Bus Ethics 159, 1199–1214 (2019). https://doi.org/10.1007/s10551-018-3776-7
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DOI: https://doi.org/10.1007/s10551-018-3776-7