Synthesizing theories of ethical leadership, psychological climate, pro-environmental behavior, and gender, first, we proposed and tested a model linking supervisors’ ethical leadership and organizational environmental citizenship behavior via a green psychological climate. Then, we tested the moderating effect of gender on the indirect (via a green psychological environment) relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Time-lagged (three waves, 2 months apart) survey data were collected from 447 employees in various manufacturing and service sector firms operating in China. Data were analyzed using structural equation modeling, bootstrapping, and multigroup techniques to test the hypothesized relationships. The results showed a positive relationship between employee ratings of supervisors’ ethical leadership and organizational environmental citizenship behavior. Moreover, a green psychological climate mediates the relationship between supervisors’ ethical leadership and organizational environmental citizenship behavior. Importantly, the multigroup analysis revealed that gender moderates the indirect relationship (via green psychological climate) between supervisors’ ethical leadership and organizational environmental citizenship behavior. The study carries useful practical implications for policymakers and managers concerned about environmental sustainability.

Although green training has been shown in past research to promote environmentally responsible behaviors at work, scholars have paid less attention to its influence on employees' eco‐friendly behaviors outside of work. This omission is critical because confining green training research to the work domain obscures its benefits in promoting employees' pro‐environmental behaviors beyond the workplace, and thus its role in supporting organizational efforts to conserve the natural environment. To address this gap, we examine the direct and indirect (via connectedness to nature) relationships between green training and employees' eco‐friendly behaviors outside of work, including consumption of eco‐friendly products, reuse of items and materials, and reduced consumption of resources such as water, electricity, and paper. We also examine the moderating influence of intrinsic spirituality on the direct link between green training and connectedness to nature, as well as the indirect link between green training and eco‐friendly behaviors beyond the workplace. Using time‐lagged, multisource data, we find support for our hypotheses. Our findings advance knowledge on the important yet largely overlooked role of green training in shaping employees' environmentally responsible behaviors outside of the workplace.

The work at hand examined the mediating role of meaningful work in the negative association between ethical leadership and service employees’ knowledge-hiding behavior. The role of harmonious work passion as a contingent factor of the direct association between ethical leadership and service employees’ knowledge-hiding behavior was also tested. Based on time-lagged (three waves, two months apart) survey data collected from 471 employees working in 52 service sector firms spanning different industries, the results showed a negative association between ethical leadership and service employees’ engagement in knowledge-hiding behaviors, both directly and indirectly, via meaningful work. It was also found that the direct association between ethical leadership and knowledge hiding was contingent on harmonious work passion. The findings suggest that managers can deter service employees’ engagement in knowledge-hiding behaviors and achieve a sustainable competitive advantage by demonstrating ethical behaviors and bolstering employees’ perceptions of meaningful work.

The COVID-19 pandemic threats and its subsequent restrictions on people's freedom, social interaction, closures of workplaces and shopping stores have caused public psychological reactance. In response, the study develops and tests a conceptual framework, which unveils the effects of perceived choice hesitation and perceived choice confidence on consumers’ psychological reactance. It also corroborates two bipolar behavioral outcomes of consumers’ psychological reactance— choice freedom satisfaction and resistance to persuasion. We employ the moderating role of anticipated worry and trust in government in strengthening the psychological reactance and final behavioral outcomes, respectively. Data collected from the country of origin of COVID-19 pandemic indicated the positive effects of antecedents on psychological reactance, which negatively affected choice freedom satisfaction and positively to resistance to persuasion. Anticipated worry and trust in government positively moderated these relationships. Findings extend the literature on psychology, service management, and consumer behavior, and suggest to government policymakers and store managers.

In this study, we examined the direct and indirect relationship (via affective commitment) between meaningful work and cyberloafing. We also tested the moderating role of leader-member exchange (LMX) in the direct relationship between meaningful work and cyberloafing. Time-lagged survey data (three waves, two months apart) were collected from a sample of 232 university alumni who were working full time in 88 firms operating in a wide range of manufacturing and service industries in Pakistan. Data were analysed using PROCESS macro for SPSS, and step-wise regression. The results revealed that meaningful work is negatively related to cyberloafing, both directly and indirectly (via affective organisational commitment). Importantly, we found that LMX moderates the negative relationship between meaningful work and cyberloafing, such that the relationship becomes stronger when LMX is high. We suggest that managers can reduce employees’ involvement in cyberloafing activities by enhancing employees’ experience of meaningful work and developing high-quality relationships with them.