Umweltfreundliches Verhalten am Arbeitsplatz – Analyse der Determinanten und Untersuchung eines umfassenden Modells

Abstract

While considering moral, rational, and affective motivational factors the main purpose of this doctoral thesis is to promote a better understanding of the complex relationships between various determinants that influence employees’ pro-environmental behavior at work (PEB@work). Empirical studies on the employees’ level are scarce and often limited by an exclusive set of examined variables that either focus on a particular theoretical foundation (e.g., rational choice theory) or analyze behavior against the background of a specific psychological perspective (e.g., industrial and organizational psychology). In contrast, recent conceptual studies try to cover a broad range of possible determinants of PEB@work. However, they also fail to be exhaustive and additionally lack empirical validation. A comprehensive empirical analysis of individual factors is therefore a promising approach in providing a coherent picture of various motivational drivers of pro-environmental behavior and their complex interrelationships in the workplace. My outline of the theoretical origins and foundations of pro-environmental behavior research highlights the potential benefits of a synthesis of different theories and models (i.e., the Value-belief-norm theory, the Theory of planned behavior, and mosaics from additional affective theories that either regard the environmental context or the workplace). After introducing workplace specifics, I present distinct domains of pro-environmental behavior (i.e., energy and water conservation, mobility, responsible consumption, eco-activism, and recycling and waste avoidance). A thorough literature review of PEB@work studies, finally, leads to the formulation of 19 hypotheses and the development of a holistic model of pro-environmental behavior at work. In order to test whether the model is suitable for a large proportion of employees, the final sample consisted of working students, allowing me to capture employees that usually only have little to moderate positional power. Structural equation modelling with AMOS was employed separately for each of the pro-environmental domains to confirm the fit of the collected data for the respective PEB@work model. Previously conducted quasi-exploratory factor analyses (EFA) and confirmatory factor analyses (CFA) ensured the reliability and validity of measurement scales and latent variables. Model fit statistics and the variance explained reveal that the comprehensive PEB@work model fits the data convincingly well. The model is able to account for both, domain-specific pro-environmental behavior as well as unspecific pro-environmental behavior. Moreover, the results clearly show that pro-environmental behavior of employees is caused by a complex framework of causal dependencies between a diverse set of moral, rational, and affective determinants. These determinants vary in their influence depending on the considered domain. For most pro-environmental domains intentions are the best proximal predictor of PEB@work, followed by personal norms and subjective norms. However, regarding employees’ mobility and recycling behavior, perceived behavioral control is the most crucial factor. An additional objective of this doctoral thesis was to provide a theoretically grounded and comprehensible guide for practitioners on how to promote PEB@work of employees by means of interventions. To do so, an analysis of a broad range of antecedent and consequence intervention techniques was conducted, allowing me to identify which determinants of PEB@work these techniques are likely to address. Additionally, I developed a “9-paths-approach” that describes several paths within the tested model that organizational leaders and supervisors can basically take to encourage and support their employees’ pro-environmental efforts. Both, interventions and paths, combined with the empirical results led to the deduction of appropriate intervention techniques for each pro-environmental domain. Surprisingly, the dominant value orientation of employees (i.e., self-transcending values vs. self-enhancing values) is almost negligible, when supervisors have to decide which intervention to implement. In sum, on the basis of the developed model, the dissertation allows for a more in-depth understanding of the underlying motivational processes of PEB@work and provides theoretically grounded insights for practitioners to effectively target the diverse determinants of PEB@work.

Hauptanliegen dieser Dissertation ist es, das Verständnis von umweltfreundlichem Mitarbeiterverhalten am Arbeitsplatz (PEB@work) zu verbessern. Hierzu werden moralische, rationale und affektive Verhaltensdeterminanten modelliert und ihre komplexen kausalen Abhängigkeiten eingehend analysiert. Auf der Basis des entwickelten Modells, erlaubt die Dissertation ein umfassenderes Verständnis der zugrunde liegenden motivationalen Prozesse des PEB@work. Die Kombination aus theoretisch fundierten Einblicken und empirischen Erkenntnissen ermöglicht es Praktikern das umweltfreundliche Verhalten ihrer Mitarbeiter effektiv zu forcieren.