Research on Green Climate, Employee Behavior in Hotel Industry

This report analyzes the article by Zientara & Zamojska (2018) on green organizational climates and employee pro-environmental behavior in the hotel industry. The assignment begins with an annotated bibliography of the article, summarizing its focus on green organizational commitment and employee pro-environmental behavior within the hotel industry. The report then explains the three main theoretical concepts: OCBE (Organizational Citizenship Behavior for the Environment), GOC (Green Organizational Climate), and AOC (Affective Organizational Commitment), detailing their roles and significance. Following this, the report outlines and explains the five hypotheses presented in the article, including the direct relationship between GOC and OCBE, the moderating effect of personal environmental values, the positive correlation between employee values/commitment and OCBE, the implications of a weak GOC, and the impact of GOC on employee pro-environmental actions. The report emphasizes the importance of these concepts and hypotheses in enhancing environmental sustainability and growth within the hotel industry.

Research And Annoatated
Bibliography
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Article..............................................................................................................................................3
Explain the tree main theoretical concepts in the article. What are OCBE, GOC and AOC?.........3
OCBE:..........................................................................................................................................3
GOC:............................................................................................................................................4
AOC:............................................................................................................................................4
List the five hypothesis and their explanation.................................................................................4
Hypothesis 1: There is a direct relationship between green organisational climate (GOC) and
organisational citizenship behaviour environment (OCBE)........................................................4
Hypothesis 2: There is a significant moderating effect on relationship between personal
environmental values and organisational citizenship behaviour environment (OCBE)..............4
Hypothesis 3: Employee values and commitment are positively related to organisational
citizenship behaviour environment (OCBE)...............................................................................5
Hypothesis 4: Weak green organisational climate (GOC) implies lack of organisational
emphasis on green practices........................................................................................................5
Hypothesis 5: Direct effect of GOC on OCBE shows more employee involvement in
organisational pro-environmental action shows..........................................................................5
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Article
Zientara, P., & Zamojska, A. (2018). Green organizational climates and employee pro-
environmental behaviour in the hotel industry. Journal of Sustainable Tourism, 26(7), 1142-
1159.
Annotated Bibliography: This Article is related with the green organisational commitment
and employee’s pre-environmental behaviour within hotel industry. This article is based on three
concepts which are OCBE (Citizenship behaviour for the environment), GOC (Green
organisational ciliate) and AOC (Affective organizational commitment). These are main
concepts that support hotel industry in improvement of its growth and environmental
sustainability. This article also include five hypothesis that their explanation that helps in
identification of importance of all concepts within hospitality industry.
Explain the tree main theoretical concepts in the article. What are OCBE,
GOC and AOC?
This article is based on green organisational commitment and employee pro-environmental
behaviour within the hotel industry. Green organizational commitment introduces to an
individual's involvement and identification in an organization. This article finds out
the organizational commitment of workers toward business with varying different level of
environmental sustainability efforts. Along with this, pro-environmental behaviour depicts an
individual behaviour that causes minimum difficulty to or even facilitates the environment. In
order to know the aspect that can affect employees’ workplace, pro-environmental behaviour is
important in enhancing environmental sustainability and growth within the hotel industry. In this
article, three main concepts were explained that helps an individual in identification of
relationship between the green organisational commitment and pre-environmental behaviour of
employees. This will also support in analysing of the importance of relationship for hotel
industry in enhancement of its environmental sustainability and growth. OCBE, GOC and AOC
are three main concepts within the articles. All these are explained as below:
OCBE:
It refers to the citizenship behaviour for the environment. This concept helps four and
five start hotels in Poland by identifying behaviour of the citizenship for the environment. This
concept plays an important role in both to organizational climate research as well as the
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organizational greening literature. Particularly, it analysis the effects of green organizational
climate on citizenship behaviour for the environment. This concept also moderating the impacts
of green organisational climate on the relationships between individual factors and OCBE.
GOC:
This introduces as green organisational ciliate that have direct effect on OCBE. This
concept also had a significant effect on relationship between individual environment values and
citizenship behaviour for the environment. GOC also related with the values and commitment of
employee that has positive relation with OCBE. Along with this, engagement and role of
employees in additional green activities was regularly explained by single and hotel level factors
in Poland.
AOC:
This refers to the affective organizational commitment. It is the emotional attachment of
workers to organisational values. In this concept, continuous commitment refers to an effective
measure of the willingness or motivation of employees to working for the same enterprise
continually.
List the five hypothesis and their explanation
Hypothesis 1: There is a direct relationship between green organisational climate (GOC) and
organisational citizenship behaviour environment (OCBE)
In today’s present era, organisation climate which is built on ethical norms, beliefs, values
and traditions, depicts that people at workplace work more in collaboration with each other.
Accomplishment of Organisational citizenship behaviour and Organisational climate lead to
highly influence employees’ action and display their behaviour related with extra efforts to meet
corporate goals. So, GOC which includes three dimensions as Autonomy, Goal direction and
Supervisory Support, has a direct as well as significant effect on OCBE.
Hypothesis 2: There is a significant moderating effect on relationship between personal
environmental values and organisational citizenship behaviour environment (OCBE)
Involving employees within green workplace initiatives, by spreading awareness about
green information concerned with work-related sustainability and environmental protection
information, lead to develop OCBE within an organisation. By giving accountability to
interpersonal harmony, long-term development and innovative orientation aid a firm to positive
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influence the green behaviour of employees. Therefore, through this hypothesis it has been
evaluated that understanding work-values of workers will improve green awareness among them,
which would lead to directly executing the corporate social responsibility.
Hypothesis 3: Employee values and commitment are positively related to organisational
citizenship behaviour environment (OCBE)
Fostering organisational citizenship behaviour for green environment at workplace, will help
a firm to get high commitment of employees and positively turn their green behaviour. For this
purpose, to develop more OCBEs it is essential to include HR practices, incentives and internal
policies. Here, regarding with polices, it helps in establishing, communicating as well as
outlining the macro-level expectation regarding with green behaviour of employees. Along with
this, offering incentives for green organisational behaviour of employees will foster more
OCBEs as well.
Hypothesis 4: Weak green organisational climate (GOC) implies lack of organisational emphasis
on green practices
It has evaluated that if there is a weak green organisational climate at workplace then it
shows that organisational emphasis less on green practice. Under such situation, a firm fail to
foster OCBE within workplace that directly effects its sustainability environment also.
Therefore, it is essential for an organisation to promote the creation of green employment at
worldwide level, so that positive behaviour of employees for contributing their efforts towards
maintenance of OCBE can be gained.
Hypothesis 5: Direct effect of GOC on OCBE shows more employee involvement in
organisational pro-environmental action shows
Success of initiatives of an organisation for environmental sustainability depends more in
pro-environmental behaviour of employees. For this purpose, certain actions need to be taken,
which involves proper integration of sustainability into HR policies. Such policies include green
HRM practices like green recruitment & selection; green empowerment, training and
development etc. which would have significant effect on pro-environmental behaviour of
employees. All these procedures aid to achieve greening corporate goals. Green HRM practices
and policies, will increase awareness of employees and their commitment to foster OCBE and
protect environment as well, so that long time sustainability can be gained.
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