EMPLOYEE SOCIAL IDENTITY AND COMMUNITY IMPACT: INVESTIGATING ORGANIZATIONAL DYNAMICS AND PSYCHOLOGICAL CONNECTIONS

Abstract

Purpose: The study investigates how Employee Eco-Initiative is influenced in the organization through the lens of community engagement, organizational identification, employee engagement, affective commitment, and evaluative group self-esteem. The focus is to find out how these variables affect the involvement of employees in environmental conscious activities.

Design/methodology/approach: The methodology was quantitative, and the method was multiple regression analysis based on survey responses that were gathered among employees in different organizations. The analysis determined the level and the direction of correlations between independent variables and Employee Eco-Initiative.

Findings: The research findings indicated that Organizational Identification and Employee Retention are valuable and positive determinants of Employee Eco-Initiative. To everyone surprise, Affective Commitment to the Group and Evaluative Group Self-Esteem showed strong negative correlations to eco-initiative behaviours. These results criticize conventional beliefs that emotional and group-based attachments can never improve pro-environmental behaviours. Rather, the findings indicate identity-related and stability-oriented variables explain better eco-friendly behaviour at the workplace.

Research limitations/implications: The application of self-reported and cross-sectional data restricts the possibility to draw any causal conclusions or generalize. In future, longitudinal designs and leadership style and organizational culture should be taken into consideration to understand more about sustainable behaviours.

Originality/value: The current research adds value to the existing literature because it demonstrates that emotional and group affective variables do not necessarily support eco-initiatives as it has been suggested before. Instead, a sense of identity alignment with the organization and job permanency comes out as a major motivator. The paper highlights the need to have a good organizational identity and retention procedures in promoting sustainability processes and developing an environmentally friendly workforce.