Junpeng Chen

Adopt a multidimensional perspective on pro-environmental attitudes to develop targeted interventions, thereby mitigating oversimplified gender binaries.Shift policy discourse from gendered environ...

Purpose: This study investigates the psychological mechanisms through which green transformational leadership behaviors predict employees' organizational commitment. By integrating Self-Concept Theory and Conservation of Resources Theory, the study aims to provide a process-oriented explanation of how leadership behaviors shape employees' psychological resources and commitment within the context of organizational sustainability. Design/methodology/approach: A theoretically specified sequential mediation model was constructed and tested using structural equation modeling (SEM) based on survey data collected from 1,528 employees of a large Chinese energy group. Green transformational leadership behaviors were examined in relation to employees' intrinsic spirituality, intolerance of uncertainty, organization-based self-esteem, and job involvement. Findings: Green transformational leadership behaviors – such as articulating a clear environmental vision and inspiring employees with sustainable goals – were found to enhance employees' psychological resources and self-concept. The results support a sequential but interrelated psychological process through which meaning construction, uncertainty regulation, self-evaluative resources, and work investment jointly contribute to organizational commitment. Practical implications: The findings emphasize the value of incorporating green transformational leadership development into HR practices. By embedding sustainability-oriented communication, recognition, and leadership development practices into everyday management routines, organizations can align individual values with corporate sustainability goals and foster long-term employee commitment, particularly in sustainability-driven and regulated organizational contexts. Originality/value: This study provides a theoretically grounded, process-oriented explanation of the employee–organization relationship by clarifying how established psychological mechanisms jointly translate green transformational leadership into organizational commitment in sustainability-driven contexts. The study advances existing green leadership research by specifying the sequential integration of meaning-related, self-evaluative, and behavioral processes.

Despite growing attention to corporate environmental responsibility, there is limited understanding of the psychological and social mechanisms linking corporate environmental responsibility to employees’ coworker-focused pro-environmental behaviors in the workplace, such as advocacy directed at peers. This study examined the influence of corporate environmental responsibility on employees’ coworker pro-environmental advocacy in the Chinese energy sector, with a sample of 1528 employees. Focusing on the mediating roles of long-term orientation, meaningful work, and sense of community, the research integrates insights from Social Exchange Theory, Self-determination Theory, and Affective Events Theory. The data were analyzed using structural equation modeling (SEM) to test the hypothesized relationships. The findings revealed that corporate environmental responsibility positively impacted employees’ advocacy for eco-friendly behaviors among coworkers through forward-thinking attitudes, intrinsic motivation, and strengthened social bonds. The study offers theoretical contributions by unpacking the interplay of individual and organizational factors and provides practical recommendations for cultivating an environmentally conscious culture through value alignment, meaningful work initiatives, and fostering a strong sense of community.

Driving anger increases accident risk and undermines well-being, yet effective regulatory strategies remain understudied. Drawing on the emotion regulation framework, this study examines whether nature exposure can improve driving performance by regulating driving anger elicited by challenging driving scenarios. A total of 156 licenced drivers viewed either urban or natural landscape images before a simulated driving task under high traffic density and time pressure. Driving anger was measured using the adapted Task-Specific Driving Anger Scale (DAS), while driving behaviour was assessed through average speed, speeding frequency and frequency of lane departures without signalling. Results showed that nature exposure reduced anger, which in turn lowered speed, decreased speeding and diminished lane departures. A fuzzy comprehensive evaluation further corroborated the findings using an integrated indicator of driving safety. This study highlights the potential of nature-based regulation to reduce driving anger, with applications in driver training, waiting times and urban planning.