Employees spend much time in the workplace; however, most research have not examined employee’s workplace pro-environmental behavior in small and medium-sized enterprises in developing countries. This paper examines the direct and indirect effect of predictor variables on employee’s workplace pro-environmental behavior using the comprehensive action determination model. Employees working in small and medium-sized enterprises (n = 296) in three cities in Jiangsu Province, China, were chosen through snowball, convenience sampling, and survey data were obtained via the administration of self-report questionnaires. Principal component analysis with orthogonal rotation (varimax) was used to subject all measures to uni-dimensionality test using an eigenvalue > 1 criterion. Regression analysis, exploratory factor analysis, and structural equation model were used for data reduction and analysis using SPSS version 22. The findings indicate that perceived behavior control, intention to act, sustainable actions, environmental attitude, and social norms had a direct effect while information need, habit strength, and situational conditions had an indirect effect on workplace pro-environmental behavior.

This study adopts a resource-based view to model how location specific-factors among small and medium-sized enterprises (SMEs) in coastal environments in d

Despite the claim that organizational citizenship behaviour has positive consequences for employee and organizational performances, a growing body of literature has begun to examine the potential negative consequences associated with the construct, particularly citizenship pressure that can affect work–life conflict and job stress. This paper explores organizational citizenship behaviour (OCB) from another angle by considering the impact on immigrant workers. Immigrant workers play various roles in contributing towards the economy of their host countries while also working through the immigration regulations of their host country. This situation makes immigrant workers vulnerable to the negative aspects of OCB. This paper proposes a conceptual framework of OCB and concludes with a call for researchers to empirically examine the impact of schedule control, supervisor support, job stress intervention, and leadership support on citizenship pressure and organizational performance. This contribution to existing literature on OCB identifies various steps organizations can take to minimize the negative impact of OCB on their immigrant workers.

Several scholarly studies have associated strong group performance with a high level of group cohesion among the members. In this study, we investigated the impact of group cohesion on organizational performance using Carron, Widmeyer, and Brawley group environment questionnaire and Beauchamp, Bray and Carron (2002) role perception and acceptance scale administered to 180 employees in four branches of a commercial bank in Nigeria. The questionnaire was divided into three sections: demographics, role perception, acceptance and group cohesion. Our finding was inconclusive because group cohesion was found to be strong in groups with good performance likewise groups with weak performance. Further examination showed that groups with high cohesion consisting of members with higher organizational tenure outperformed groups made up of employees with lower organizational tenure.

Journal of Advanced Management Science (JOAMS)