Hu Shanping, Ghardallou Wafa, Dong Rebecca Kechen, Li Rita Yi Man, Nazeer Shakira
Industrial Digitalization Research Center, Huainan Normal University, West Dongshan Road, Tianjiaan District, Huainan City 232038, AnHui Province, PR China.
Department of Accounting, College of Business Administration, Princess Nourah bint Abdulrahman University, P.O. Box 84428, Riyadh 11671, Saudi Arabia.
Acta Psychol (Amst). 2025 Jul;257:105116. doi: 10.1016/j.actpsy.2025.105116. Epub 2025 Jun 6.
In the realm of organizational life, exchanging different resources is crucial for the success and survival of both the employer and the employee. Green voice behavior (GVB), leader-member exchanges (LMX), and perceived green organizational support (PGOS) form a part of those exchanges, i.e., munificent and constrained conditions of these resources have implications for the organizational stakeholders. To better understand those implications, we have utilized the resource theory of social exchange while delineating the relationship dynamics between environmentally specific ethical leadership (ESEL) and GVB. By examining the moderating roles of leader-member exchange (LMX) and perceived green organizational support (PGOS), we address significant gaps in understanding the mechanisms that enhance ESEL impact on GVB in organizations. A time-lagged survey of 304 middle management employees from Karachi's petroleum sector was analyzed using SPSS and AMOS. Results indicate that when leader-employee and organization-employee-based resources, i.e., LMX and PGOS were readily available in plentiful condition, employees were also generous in offering their possessed resource, i.e., green voice in response to ESEL. Whereas a resource constrained condition from leaders and organization as a whole was unable to keep employees munificent in speaking up green ideas, hence the prediction of 3-way interaction effects has been validated in the context of petroleum industry in Pakistan. The study shows a three-way interaction effect where leader-member exchange compensates for limited organizational resources.
在组织生活领域，交换不同资源对于雇主和员工的成功与生存至关重要。绿色建言行为（GVB）、领导-成员交换（LMX）和感知到的绿色组织支持（PGOS）构成了这些交换的一部分，即这些资源的丰富和受限状况对组织利益相关者具有影响。为了更好地理解这些影响，我们在描绘环境特定伦理领导（ESEL）与GVB之间的关系动态时运用了社会交换资源理论。通过考察领导-成员交换（LMX）和感知到的绿色组织支持（PGOS）的调节作用，我们填补了在理解增强ESEL对组织中GVB影响的机制方面的重大空白。使用SPSS和AMOS对来自卡拉奇石油行业的304名中层管理人员进行了滞后调查分析。结果表明，当基于领导-员工和组织-员工的资源，即LMX和PGOS在丰富条件下 readily available 时，员工也会慷慨地提供他们所拥有的资源，即回应ESEL时的绿色建言。而来自领导和整个组织的资源受限状况则无法使员工在提出绿色想法时保持慷慨，因此在巴基斯坦石油行业的背景下验证了三方交互效应的预测。该研究显示了一种三方交互效应，其中领导-成员交换弥补了有限的组织资源。
