Camacho, Luis J. e al.
A icle
Examining he ole o o ganiza ional cul u e on ci izenship beha io :
The media ing e ec s o en i onmen al knowledge and a i ude owa d
ene gy sa ings
Adminis a i e Sciences
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Sugges ed Ci a ion: Camacho, Luis J. e al. (2024) : Examining he ole o o ganiza ional cul u e
on ci izenship beha io : The media ing e ec s o en i onmen al knowledge and a i ude owa d
ene gy sa ings, Adminis a i e Sciences, ISSN 2076-3387, MDPI, Basel, Vol. 14, Iss. 9, pp. 1-22,
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Ci a ion: Camacho, Luis J., Alpheaus
Li heko, Michael Pasco, Susan R.
Bu ac, Pa icio Ramí ez-Co ea,
C is ian Salaza -Concha, and Celine
Paula T. Magnai . 2024. Examining
he Role o O ganiza ional Cul u e on
Ci izenship Beha io : The Media ing
E ec s o En i onmen al Knowledge
and A i ude Towa d Ene gy Sa ings.
Adminis a i e Sciences 14: 193.
h ps://doi.o g/10.3390/
admsci14090193
Recei ed: 13 July 2024
Re ised: 21 Augus 2024
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Published: 28 Augus 2024
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adminis a i e
sciences
A icle
Examining he Role o O ganiza ional Cul u e on Ci izenship
Beha io : The Media ing E ec s o En i onmen al Knowledge
and A i ude Towa d Ene gy Sa ings
Luis J. Camacho 1,* , Alpheaus Li heko 2, Michael Pasco 3, Susan R. Bu ac 4, Pa icio Ramí ez-Co ea 5,
C is ian Salaza -Concha 6and Celine Paula T. Magnai 7
1School o Business, SUNY Empi e S a e Uni e si y, College Road, Selden, NY 11784, USA
2Facul y o Economic and Managemen Sciences, No h-Wes Uni e si y, Building A3, O ice G27,
Mahikeng 2735, Sou h A ica; [email p o ec ed]
3G adua e School o Business, San Beda Uni e si y, 638 Mendiola S ., San Miguel, Manila 1005, Philippines;
[email p o ec ed]
4College o A s and Sciences, San Beda Uni e si y, 638 Mendiola S ., San Miguel, Manila 1005, Philippines;
[email p o ec ed]
5School o Enginee ing, Uni e sidad Ca ólica del No e, La ondo 1281, Coquimbo 1780000, Chile;
[email p o ec ed]
6Facul y o Economic and Adminis a i e Sciences, Adminis a ion Ins i u e, Uni e sidad Aus al de Chile,
Independencia 631, Valdi ia 5110566, Chile; [email p o ec ed]
7In eg a ed Basic Educa ion Depa men , San Beda Uni e si y, 638 Mendiola S ., San Miguel,
Manila 1005, Philippines
*Co espondence: luis.camacho@sunyempi e.edu
Abs ac : Wo kplace ene gy conse a ion is i al o sus ainabili y, as i educes en i onmen al
ha m, lowe s g eenhouse gas emissions, and conse es na u al esou ces. Such p ocedu es lead
o signi ican inancial sa ings, adhe ence o en i onmen al s anda ds, enhanced co po a e social
esponsibili y, and imp o ed o ganiza ional ci izenship beha io (OCB). This s udy in es iga ed he
impac o o ganiza ional cul u e (OCULT) on OCB, wi h en i onmen al knowledge (EK) and a i ude
owa d ene gy sa ings (ATES) as media ing ac o s. Componen s o he heo ies o planned beha io
and alue-belie -no m we e e alua ed h ough a s uc u al equa ion model, showing ha OCULT
in luences OCB h ough EK and ATES, sugges ing OCULT’s di ec and indi ec e ec s on OCB. The
deg ee o which EK and ATES media e hese e ec s a ies, emphasizing he impo ance o a s ong
OCULT in os e ing an en i onmen ally conscious wo kplace. Speci ically, he indings e eal ha
OCULT is esponsible o posi i ely impac ing ATES and EK, wi h pa h coe icien s o 0.587 and
0.661, espec i ely. OCB is posi i ely in luenced by i (coe icien o 0.228). The esea ch indica es ha
knowledge is i al in imp o ing o ganiza ional beha io s, wi h a signi ican co ela ion be ween EK
and OCB (coe icien o 0.675). Media ion analysis indica es ha EK media es he ela ionship be ween
OCULT and OCB (s anda dized es ima e o 0.344), and ha ATES and EK oge he can enhance OCB
(s anda dized es ima e o 0.078), demons a ing a obus and meaning ul causal e ec media ing his
link. This ou come is he p oduc o he mu ually bene icial in e ac ion among a ious a iables. This
s udy highligh s he impo ance o in eg a ing cul u al conside a ions in o knowledge managemen o
os e a mo e engaged and p oac i e wo k o ce, which will enhance o ganiza ional pe o mance. As
a p ac ical implica ion, manage s should p omo e ene gy-sa ing beha io s and nu u e a suppo i e
OCULT o enhance OCB. Inco po a ing sus ainabili y in o co e o ganiza ional s a egies will esul in
a dedica ed wo k o ce ac i ely pa icipa ing in OCB and ene gy-sa ing ini ia i es.
Keywo ds: sus ainabili y; heo y o planned beha io ; alue-belie -no m heo y; en i onmen al
knowledge; a i ude owa d ene gy sa ing; Colombia
Adm. Sci. 2024,14, 193. h ps://doi.o g/10.3390/admsci14090193 h ps://www.mdpi.com/jou nal/admsci
Adm. Sci. 2024,14, 193 2 o 22
1. In oduc ion
In oday’s apidly e ol ing global landscape, sus ainabili y has become a c i ical p i-
o i y o o ganiza ions wo ldwide. The p essing need o add ess en i onmen al conce ns
such as clima e change, esou ce deple ion, and pollu ion has compelled businesses o
in eg a e sus ainable p ac ices in o hei co e s a egies (Pé ez Es ébanez 2024). As o gani-
za ions seek o balance economic g ow h wi h en i onmen al s ewa dship, unde s anding
he ac o s d i ing sus ainable wo kplace beha io s becomes inc easingly i al.
O ganiza ional beha io is a discipline ha seeks o explain he easons o human be-
ha io and he bene i s and disad an ages o di e en ypes o beha io ; i is he discipline
o beha io ha aces people, eams, and o ganiza ional g oups’ phenomena, includ-
ing mo i a ion (A umi e al. 2019) and imp o ing o ganiza ions’ e iciencies using he
mos c i ical p oduc ion ac o s, such as human ac o s. One o he main componen s
o o ganiza ional beha io is o ganiza ional cul u e. Based on wha has been s a ed by
Sahyoni and Supa ha (2020
), i can guide employees’ beha io o imp o e hei wo k-
ing abili y, commi o wo k p og ams, and beha e in addi ional oles, such as assis ing
colleagues, olun ee ing o accomplish wo k- ela ed ac i i ies, a oiding con lic wi h
colleagues, p o ec ing o ganiza ional p ope y, complying wi h exis ing ules, p o iding
cons uc i e eedback, and p e en ing was es o o ganiza ional esou ces.
Schein (2010) men ioned ha cul u e is an abs ac ion, bu cul u al powe can be
c ea ed i o ganiza ions know i . Dynamic cul u al phenomena always su ound ou li es.
Cul u e is cons an ly implemen ed and c ea ed by in e ac ions wi h o he s, and leade s,
s uc u es, ou ines, ules, and no ms con inuously o m i . Acco ding o Ald in and
Yunan o (2019), cul u e is he same a i udes and beha io s o indi iduals li ing in he
same en i onmen . Fu he , Ald in and Yunan o (2019) s a e ha employees may eel
posi i e abou o ganiza ional cul u e bu a e no au oma ically encou aged o engage in
o ganiza ional ci izenship beha io .
In his s udy, we in es iga e he in ica e connec ions among o ganiza ional cul u e
(OCULT), en i onmen al knowledge (EK), a i udes owa d ene gy sa ings (ATES), and
o ganiza ional ci izenship beha io (OCB) o unde s and how hese elemen s in e ac o
os e a sus ainable o ganiza ional en i onmen . The esea ch is g ounded on he heo y o
planned beha io (TPB) and he heo y o alue-belie -no m (VBN).
Schein (2010) s a es ha OCULT is connec ed o sha ed alues, belie s, and p ac ices
ha o m beha io wi hin a company. These ac o s ha e a signi ican impac on employee
beha io s and a i udes. An o ganiza ion wi h a solid and op imis ic cul u e can os e
inclusion, inspi e employees, and ensu e ha indi idual ac ions align wi h he g oup’s ob-
jec i es. In he con ex o sus ainabili y, o ganiza ional cul u e can ei he hinde o enhance
he implemen a ion o en i onmen ally iendly p ac ices. An OCULT ha p io i izes
sus ainabili y can encou age employees o engage in beha io s ha educe was e, conse e
ene gy, and suppo en i onmen al ini ia i es (Isensee e al. 2020).
The impac o OCULT on sus ainabili y has been highligh ed in a ious s udies
(Ahmed e al. 2019;Chams and Ga cía-Blandón 2019;Gong e al. 2019). Came on e al.
(2014) highligh ha os e ing a cul u e cen e ed a ound sus ainabili y can esul in en-
hanced en i onmen al pe o mance and a compe i i e edge. Howe e , he mechanisms
h ough which OCULT in luences speci ic sus ainable beha io s, such as en i onmen al
knowledge and a i udes owa d ene gy sa ings, emain unde explo ed. B idging his
gap, his esea ch is essen ial in unde s anding how a posi i e o ganiza ional cul u e can
enhance EK and os e a o able ATES, ul ima ely leading o inc eased OCB.
EK pe ains o an indi idual’s comp ehension o en i onmen al conce ns and sus-
ainable me hodologies. I encompasses awa eness o he en i onmen al impac o one’s
ac ions and he abili y o implemen sus ainable solu ions (Ip-Soo-Ching and Zyngie 2015).
Enhancing employees’ EK is c ucial o p omo ing sus ainable beha io s in o ganiza ional
se ings. Knowledgeable employees a e mo e likely o unde s and he impo ance o sus-
ainabili y, ecognize he bene i s o ene gy conse a ion, and adop p ac ices ha minimize
en i onmen al ha m (Camacho e al. 2023).
Adm. Sci. 2024,14, 193 3 o 22
The ole o EK as a media o be ween o ganiza ional cul u e and sus ainable beha io s
has gained a en ion in ecen li e a u e. Fo example, Smede e ac-Lalic e al. (2020) sug-
ges ha o ganiza ions wi h a s ong cul u e o knowledge sha ing a e be e posi ioned o
enhance hei en i onmen al pe o mance. O ganiza ions can build a knowledgeable wo k-
o ce ha suppo s en i onmen al ini ia i es by os e ing an en i onmen whe e employees
can lea n abou and discuss sus ainabili y issues (
Ip-Soo-Ching and Zyngie 2015
). This
s udy in es iga es he media ing ole o EK in he ela ionship be ween OCULT and OCB,
p o iding insigh s in o how knowledge dissemina ion can d i e sus ainable beha io s.
Acco ding o he In e na ional Ene gy Agency (In e na ional Ene gy Agency 2022),
ene gy e iciency is conside ed he “ i s uel” due o i s c i ical ole in educing ca bon
emissions, cu ing ene gy cos s, and enhancing ene gy secu i y. Belaïd and Joumni (2020)
emphasize ha achie ing ene gy e iciency a ge s equi es a comp ehensi e app oach
ha in eg a es o ganiza ional beha io and he complexi y o a i udes o iden i y he key
d i e s o ene gy-e icien p ac ices. Fu he mo e, in indus ial con ex s, ene gy e iciency
speci ically means minimizing he amoun o ene gy needed o p oduc ion p ocesses
(Gajdzik e al. 2024).
ATES e lec s employees’ belie s and eelings abou he impo ance o conse ing
ene gy and adop ing ene gy-e icien p ac ices. Posi i e ATES a e essen ial o encou aging
beha io s ha educe ene gy consump ion and con ibu e o en i onmen al sus ainabili y
(Ajzen 1991). OCULT can signi ican ly in luence hese a i udes by shaping he no ms and
alues ha guide employee beha io . P e ious esea ch has shown ha ATES a e c i ical
p edic o s o ene gy-sa ing beha io s (Qala i e al. 2022;S eg 2008). O ganiza ions ha
cul i a e a cul u e emphasizing he impo ance o ene gy conse a ion can os e posi i e
a i udes among employees, leading o a mo e signi ican commi men o ene gy-sa ing
p ac ices. This s udy explo es how OCULT impac s ATES and how hese a i udes, in
u n, in luence OCB. Unde s anding his ela ionship can help o ganiza ions design mo e
e ec i e in e en ions o p omo e sus ainable ene gy use.
OCBs a e olun a y ac ions ha p omo e o e all success (O gan and Ryan 1995). In
sus ainabili y, OCBs include educing was e, conse ing ene gy, pa icipa ing in en i on-
men al p og ams, and encou aging o he s o adop sus ainable p ac ices. Va ious ac o s
in luence OCBs, including o ganiza ional cul u e, indi idual a i udes, and knowledge.
The no ion o OCB owa d he en i onmen (OCBE) was ini ially p oposed by
Daily e al. (2009)
. OCB o he en i onmen encompasses he olun a y e o s made
by employees o enhance he en i onmen wi hin he i m wi hou seeking compensa ion
o du y. These p inciples e ol e a ound disc e iona y and olun a y in ol emen wi hou
ewa d incen i es. Hence, i is impe a i e o manage ial suppo o inspi e s a habi s,
which can be demons a ed by alloca ing esou ces o by leade s exempli ying eco- iendly
beha io s (Kim e al. 2020). Hence, showcasing leade ship is c ucial o inspi e employees
o engage in he o ganiza ion’s en i onmen al managemen independen ly. Fu he mo e,
as Kim e al. (2020) analyzed, implemen ing an en i onmen al policy wi hin he i m migh
p o ide a clea a ionale o employees o emb ace en i onmen ally conscious ac ions.
Hence, he o ganiza ion’s en i onmen al policy may incen i ize employees o ac i ely
pa icipa e in en i onmen ally conscious p ac ices, as Kim e al. (2020) s a ed. Fu he -
mo e, i can mo i a e s a o adop an ecological mindse , ecognizing he impo ance
o sus ainabili y o he i m and encou aging hem o go abo e and beyond hei egula
esponsibili ies. Addi ionally, en i onmen al aining is highly success ul in os e ing
sha ed knowledge and implemen ing ce ain o ganiza ional p ac ices h ough o ganiza-
ional lea ning (Vidal-Salaza e al. 2012). P o iding en i onmen al aining o employees
can enhance hei unde s anding o en i onmen al issues (Kim e al. 2020). Mo eo e ,
en i onmen al educa ion h ough aining can p omo e a mo e subs an ial commi men o
en i onmen al alues and p ac ices inside he i m.
Posi i e beha io ha exceeds expec a ions can occu a he indi idual le el; examples
o demons a ing excep ional p o essionalism include assis ing colleagues e en when
no equi ed, willingly aking on ex a asks, adhe ing o o ganiza ional policies and
Adm. Sci. 2024,14, 193 4 o 22
egula ions, and displaying ole ance owa ds any wo k- ela ed challenges o dis up ions,
as explained by A umi e al. (2019). Sahyoni and Supa ha (2020) s a e ha OCB is a posi i e
beha io displayed by an o ganiza ion’s membe s. This conduc en ails a delibe a e and
olun a y inclina ion o exe addi ional e o and con ibu e mo e o he o ganiza ion
han expec ed. These supplemen a y con ibu ions aid in bols e ing he e icien ope a ion
o he o ganiza ion. Fu he mo e, he OCB indi ec ly co ela es wi h he complimen s
o ganiza ions gi e membe s. Azmy (2021) disco e ed ha i has a signi ican e ec on he
ope a ions o businesses, pa icula ly in e ms o enhancing p oduc i i y.
The link be ween OCULT and OCB has been well-documen ed in he li e a u e.
Podsako e al. (2000) ound ha a suppo i e OCULT enhances employees’ willing-
ness o engage in ci izenship beha io s. This s udy expands upon p e ious indings by
in es iga ing he ole o EK and ATES in media ing he connec ion be ween OCULT and
OCB. By examining he in e media y oles in ol ed, his s udy seeks o iden i y how
co po a e cul u e p omo es sus ainable beha io s.
This esea ch aimed o accomplish ou speci ic objec i es: i s ly, o in es iga e how
OCULT in luences OCB, EK, and ATES; secondly, o explo e how EK media es he ela ion-
ship be ween OCULT and OCB; hi dly, o de e mine how ATES media es he ela ionship
be ween OCULT and OCB; and inally, o p o ide p ac ical ecommenda ions o manage s
on os e ing a cul u e o sus ainabili y ha enhances EK and p omo es posi i e a i udes
owa d ene gy sa ings in he wo kplace.
The esea ch con ibu es o he heo e ical and p ac ical unde s anding o how OCULT
impac s sus ainabili y and ene gy-sa ing in he wo kplace. Theo e ically, i ex ends ex-
is ing models o o ganiza ional beha io by in eg a ing EK and ATES as media o s. The
indings o e p ac ical insigh s o manage s seeking o p omo e sus ainabili y wi hin hei
o ganiza ions. By iden i ying he key ac o s ha d i e sus ainable beha io s, his s udy
p o ides a amewo k o designing e ec i e in e en ions ha align wi h o ganiza ional
goals and alues.
To he bes o ou knowledge, his s udy p esen s h ee signi ican heo e ical inno a-
ions. Fi s , i p o ides e idence on speci ic media ion mechanisms, emphasizing he oles
o a i udes owa d ene gy sa ings and en i onmen al knowledge in ansla ing cul u al
in luences in o o ganiza ional beha io s. This unde sco es he impo ance o conside ing
bo h di ec and indi ec pa hways in heo e ical models. Second, i in eg a es o ganiza-
ional cul u e and o ganiza ional ci izenship beha io in o a esea ch model, o e ing a
esh pe spec i e on he opic. Thi d, i enhances he unde s anding o he media ing ole
o a i udes and knowledge in he ela ionship be ween o ganiza ional cul u e and ene gy-
sa ing beha io , con i ming ha ene gy conse a ion impac s ene gy-sa ing beha io bo h
di ec ly and indi ec ly.
This pape is s uc u ed in o six sec ions. Following he In oduc ion (Sec ion 1),
Sec ion 2p o ides a ele an li e a u e e iew. Sec ion 3explains he s udy’s me hodology
and da a collec ion p ocess. Subsequen ly, Sec ion 4p esen s he indings and da a analysis.
Sec ion 5con ains he deba e, while Sec ion 6has he conclusion and manage ial and
p ac ical implica ions.
2. Theo e ical F amewo k and Hypo heses A gumen a ion
The TPB is a concep ual amewo k ha examines he ela ionship be ween indi-
iduals’ a i udes, subjec i e no ms, and pe cei ed beha io al con ol in p edic ing hei
in en ions and subsequen beha io s. The TPB can be applied o en i onmen al con-
sciousness o unde s and how belie s, social in luences, and pe cei ed con ol o e ac-
ions in luence in en ions and beha io s owa d he en i onmen and ene gy sa ing
(Cano a and Manganelli 2020;Li e al. 2019;Wang e al. 2021).
Nume ous s udies ha e in es iga ed en i onmen al psychology o unde s and he
ac o s in luencing sus ainabili y beha io . These s udies ha e emphasized he signi icance
o he TPB (Ajzen 1991) in analyzing and p edic ing sus ainable beha io and ene gy sa ing
in he wo kplace (Gao e al. 2017;Lopes e al. 2019). Acco ding o he TPB, a i ude, subjec-
Adm. Sci. 2024,14, 193 5 o 22
i e no m, and pe cei ed beha io al con ol impac an indi idual’s beha io al in en ion.
The e o e, esea che s equen ly use he TPB o s udy sus ainable beha io (Be ki-Kiss and
Men ad 2022;Kuma e al. 2017).
In addi ion, ecen esea ch has shown in e es in in es iga ing en i onmen al conscious-
ness h ough en i onmen al conce n (Chang and Su 2021;Panda e al. 2020), en i onmen al
knowledge (Pa wa y e al. 2023), and en i onmen al alues (
Ghose and Chand a 2020
). En-
i onmen al consciousness e e s o iews in luenced by an indi idual’s psychological
inclina ion owa ds engaging in p o-en i onmen al ac ions (Zelezny and Schul z 2000).
This s udy examines en i onmen al knowledge as an indica o o en i onmen al conscious-
ness and e alua es how his ac o ela es o sus ainable pu chasing, ocusing on ene gy
sa ing in he wo kplace. Inco po a ing he TPB wi h en i onmen al issues p o ides a
comp ehensi e iew o en i onmen ally iendly beha io among consume s.
On he o he hand, he VBN heo y has been widely employed o comp ehend and
o ecas p o-en i onmen al beha io s, such as ene gy-sa ing ac i i ies in he wo kplace
(Kuma e al. 2017;Liu and Wu 2020). The heo y sugges s ha people wi h s ong
biosphe ic and al uis ic alues a e mo e inclined o pe cei e en i onmen al challenges,
such as clima e change, as signi ican and belie e hei ac ions can impac he en i onmen
and o he indi iduals (Ib issem 2010;Joachim e al. 2015). These con ic ions migh esul
in a eeling o pe sonal du y o e hical obliga ion o pa icipa e in en i onmen ally iendly
beha io s, such as dec easing ene gy usage a wo k (Liu and Wu 2020;Kim and Seock
2019) and ene gy-sa ing beha io s. Acco ding o Ca ico and Rieme (2011), i is c ucial
o de elop s ong biosphe ic and al uis ic alues, inc ease unde s anding o he impac s
o ene gy consump ion, and c ea e a social a mosphe e ha emphasizes he signi icance
o ene gy conse a ion. In addi ion, he VBN heo y can be e ec i ely connec ed o he
heo y o planned beha io , highligh ing he signi icance o a i udes in in luencing an
indi idual’s in en ions and ac ions (Ajzen 1991). Mo eo e , s udies ha e disco e ed ha
social and cul u al no ms, which e e o signi ican indi iduals’ pe cei ed expec a ions
and beha io s, migh impac pe sonal no ms and, as a esul , hei ene gy-sa ing p ac ices
(Si e al. 2022). Acco ding o Kim and Seock (2019), people a e mo e likely o adop and
eel compelled o ollow ene gy-sa ing ac i i ies i hey belie e hei pee s, colleagues, o
supe io s espec and ac i ely pa icipa e in hem.
The VBN and TPB ha e o e lapping ea u es, as he belie s and pe sonal no ms em-
phasized in he VBN heo y migh impac he a i udes wi hin he TPB. Mo eo e , he ex en
o which one belie es hey can pa icipa e in ene gy-sa ing ac s can in luence hei sense
o pe sonal esponsibili y and eadiness o engage in en i onmen ally iendly beha io
(
A ya and Cha u edi 2020
;Ca ico and Rieme 2011). By conside ing hese complemen-
a y heo e ical iewpoin s, o ganiza ions can cul i a e a mo e comp ehensi e unde s and-
ing o he elemen s ha in luence ene gy-sa ing beha io s in he wo kplace and de ise
mo e e icien measu es o encou age sus ainable employee p ac ices
(S eg and Vlek 2009)
.
2.1. O ganiza ional Cul u e
OCULT e e s o he sha ed alues, belie s, and p ac ices ha shape he beha io o
membe s wi hin an o ganiza ion (Schein 2010;Sinaga e al. 2018). I is a ounda ional
elemen in luencing a ious aspec s o o ganiza ional li e, including decision-making, em-
ployee beha io , and o e all o ganiza ional e ec i eness. Acco ding o Came on e al.
(2014), OCULT signi ican ly impac s an o ganiza ion’s app oach o sus ainabili y and can
imp o e en i onmen al pe o mance and compe i i e ad an age. Such a cul u e p omo es
sus ainable p ac ices, encou ages inno a ion in sus ainabili y, and suppo s long- e m en i-
onmen al goals. Se e al mechanisms h ough which OCULT in luences sus ainabili y ha e
been iden i ied in he li e a u e. Fi s , leade ship plays a c ucial ole. Leade s p io i izing
sus ainabili y can ins ill hese alues in he o ganiza ional cul u e, in luencing employee
beha io (Came on e al. 2014). Second, o ganiza ional policies and p ac ices ha suppo
sus ainabili y can ein o ce a cul u e o en i onmen al esponsibili y
(Schein 2010)
. Finally,
Adm. Sci. 2024,14, 193 6 o 22
communica ion and aining p og ams ha emphasize he impo ance o sus ainabili y can
help embed hese alues wi hin he o ganiza ional cul u e (Gold e al. 2001).
The success o o ganiza ions depends hea ily on he pe o mance o employees,
because he mo e hey a e engaged in he wo kplace, he mo e expec ed i will be o
c ea e g ea esul s o he o ganiza ion (Lee and Ha-B ookshi e 2018;Okwa a e al.
2022;Raczy´nska and K ukowski 2019). A en ion should be paid o he impo ance o
OCULT o e e y o ganiza ion o achie e o ganiza ional success, as A umi e al. (2019)
explained. The e o e, i mus be conside ed whe he each o ganiza ion needs o de elop
OCULT. This is especially ue oday, conside ing he signi ican economic changes, con-
s an echnological ad ancemen s, inc easing compe i ion, and en i onmen al changes
(Came on e al. 2014).
Recen ly, Zhao e al. (2024) ound ha di e en o ganiza ional cul u es ha e a ying
impac s on ecological inno a ion beha io . Speci ically, adhoc acy cul u e and clan cul u e
posi i ely in luence ecological inno a ion, wi h g een c ea i i y and abso p i e capaci y
pa ially media ing his e ec . In con as , hie a chy cul u e and ma ke cul u e show li le
impac . Complemen ing hese indings, Bo olo i e al. (2024) iden i ied ha de elop-
men al, g oup, and a ional cul u es enhance he link be ween p oac i e en i onmen al
p ac ices and i m pe o mance, whe eas hie a chical cul u e nega i ely a ec s he ela ion-
ship be ween in e nal p oac i e p ac ices and pe o mance, bu posi i ely in luences he
link be ween ex e nal eac i e p ac ices and pe o mance.
OCULT, as analyzed by Al-Madadha e al. (2021), is e y impo an when an o ga-
niza ion ies o manage changes. In ecen yea s, he leading cause o en i onmen al
p oblems has been des uc i e o human li elihoods and canno be igno ed, as Al-Swidi
e al. (2021) explained. Some o ganiza ions ha e begun o adop en i onmen ally iendly
ini ia i es o shape employees’ ac i i ies a wo k acco dingly and ins all OCULTs ha
suppo en i onmen al awa eness (Smede e ac-Lalic e al. 2020). Al hough o ganiza ions
p io i ized enhancing en i onmen al changes’ echnical and managemen aspec s, hey
also s ongly discou aged human ac ions ha h ea ened he en i onmen (B amme e al.
2012). OCULT is essen ial in o ming EK and p ac ices (Linnenluecke and G i i hs 2010).
Based on all he in o ma ion p o ided, we p opose he i s hypo hesis:
H1a: O ganiza ional cul u e has a signi ican in luence on en i onmen al knowledge.
Implemen ing undamen al modi ica ions in o ganiza ional beha io will signi ican ly
mi iga e clima e change, p ese e esou ces, and enhance en i onmen al quali y (Nauges
and Wheele 2017). Acco ding o Sche baum e al. (2008), o ganiza ions and hei employ-
ees a e he p ima y ene gy consume s globally. Nume ous businesses acknowledge he
signi icance o conse ing s a ene gy and need ad ice on encou aging ac i e employee
pa icipa ion in ene gy sa ings (Tang e al. 2019).
Acco ding o Belaïd and Joumni (2020), o achie e ene gy e iciency a ge s, i is nec-
essa y o adop a comp ehensi e app oach o in eg a ing o ganiza ional beha io and
he complexi y o a i udes, o iden i y he p ima y d i e s o ene gy-e iciency beha -
io . The s udy’s esul s suppo ha beha io al in e en ion can be a powe ul ene gy
policy ins umen . Fa oki (2023) indica ed ha a clea unde s anding o educing co po-
a e ene gy consump ion and imp o ing ene gy e iciency would bene i he economy
and socie y. Based on all he in o ma ion p esen ed abo e, he s udy pu o wa d he
ollowing hypo hesis:
H1b: O ganiza ional cul u e has a signi ican in luence on a i udes owa d ene gy sa ings.
A umi e al. (2019) a gue ha h i ing OCULT, eamwo k, inno a ion, loyal y, com-
munica ion, and o he a ibu es con ibu e signi ican ly o o ganiza ional success. Badawy
e al. (2017) ound ha OCULT impac s a ious aspec s o an o ganiza ion, including OCB.
A umi e al. (2019) desc ibed OCB as beha io s ha exceed he o mal oles de ined and a e
no men ioned in he job desc ip ion. On he o he hand, Khan e al. (2019) iden i ied OCB
Adm. Sci. 2024,14, 193 7 o 22
as an essen ial componen o unc ioning o ganiza ions; hey highligh ed ha i is c ucial
o ecognize ha elying solely on egula beha io is insu icien o achie ing objec i es
and ul illing an o ganiza ion’s ision. Inno a ion and con inuous change depend on
ac ions beyond he scope o he wo k desc ip ion because such ex ao dina y ac ions a e
essen ial o inno a ion and su i al (Al-Madadha e al. 2021). Based on all he in o ma ion
p esen ed abo e, he s udy pu o wa d he ollowing hypo hesis:
H1c: O ganiza ional Cul u e has a signi ican in luence on O ganiza ional Ci izenship beha io .
2.2. En i onmen al Knowledge
En i onmen al knowledge is an indi idual’s awa eness and unde s anding o en i-
onmen al issues and sus ainable p ac ices (Kollmuss and Agyeman 2002). I is a c i ical
ac o in p omo ing sus ainable beha io s wi hin o ganiza ions. Enhancing employees’
EK is essen ial o os e ing sus ainable beha io s. Knowledgeable employees a e mo e
likely o unde s and he en i onmen al impac o hei ac ions and adop p ac ices ha
minimize en i onmen al ha m (Nonaka and Takeuchi 1996). O ganiza ions p io i izing
en i onmen al educa ion can build a wo k o ce suppo ing and engaging in sus ainabili y
ini ia i es
(Gold e al. 2001)
. The ole o knowledge sha ing in p omo ing sus ainabili y
has been widely s udied. Wang and Noe (2010) a gue ha o ganiza ions wi h obus
knowledge-sha ing p ac ices a e be e equipped o enhance hei en i onmen al pe o -
mance. O ganiza ions can os e a cul u e o con inuous lea ning and imp o emen by
c ea ing an en i onmen whe e employees can sha e in o ma ion and bes p ac ices e-
la ed o sus ainabili y. Despi e i s impo ance, p omo ing EK wi hin o ganiza ions can
be challenging. Ba ie s such as lack o esou ces, insu icien aining, and esis ance
o change can hinde knowledge dissemina ion (Kollmuss and Agyeman 2002). O gani-
za ions can o e come hese challenges by implemen ing en i onmen al educa ion in o
aining p og ams, p o iding access o sus ainabili y esou ces, and encou aging employee
pa icipa ion in en i onmen al ini ia i es (Nonaka and Takeuchi 1996).
In ecen yea s, he inc ease in en i onmen al demand om indus y, consume s, new
laws, and egula ions has inc eased he awa eness and expe ise o o ganiza ions aced wi h
en i onmen al challenges (Ga cía-Sánchez e al. 2021;Pa wa y e al. 2023). In he en i on-
men , when o ganiza ions p o ide aining p og ams o hei employees and c ea e g een
oppo uni ies, hey will ac in a o o he o ganiza ion, as explained by
Pham e al. (2018)
.
Mo eo e , implemen ing en i onmen al p ac ices will allow o ganiza ions o cul i a e EK
and os e a g een cul u e among employees e ec i ely. This will esul in enhanced cus-
ome sa is ac ion, imp o ed en i onmen al and economic pe o mance, dec eased wa e
and ene gy consump ion, and educed was e, emissions, and pollu ion (Molina-Azo ín e al.
2015). Pham e al. (2018) ecognize he need o en i onmen al aining o help employees
be e unde s and en i onmen al s anda ds and encou age ac i e beha io . T aining and
educa ion p ac ices con ibu e o de eloping g een compe encies, inspi e employees o
ake mo e s eps in en i onmen al ac i i ies, and encou age olun a y wo kplace g een
beha io (Camacho e al. 2023). The s udy p oposed he ollowing hypo hesis based on he
abo e pa ag aph:
H2a: En i onmen al knowledge has a signi ican in luence on o ganiza ional ci izenship beha io .
H2b: En i onmen al knowledge media es he ela ionship be ween o ganiza ional cul u e and
o ganiza ional ci izenship beha io .
2.3. A i udes Towa d Ene gy Sa ing
ATES e e s o employees’ belie s and eelings abou he impo ance o conse ing
ene gy and adop ing ene gy-e icien p ac ices. Lee e al. (2022) de e mined ha o a ain
high le els o ene gy-sa ing beha io , i is c ucial o p io i ize a i udes owa d ene gy
conse a ion, awa eness o socie al no ms ela ed o ene gy conse a ion, and he idea ha
Adm. Sci. 2024,14, 193 8 o 22
ene gy conse a ion can be eadily accomplished. Posi i e a i udes owa ds ene gy sa ings
a e c ucial o encou aging beha io s ha educe ene gy consump ion and con ibu e o
en i onmen al sus ainabili y. The heo y o planned beha io (TPB) p o ides a aluable
amewo k o unde s anding how a i udes owa d ene gy sa ings in luence beha io
(Ajzen 1991). La ely, he TPB has been iden i ied as one o he mos commonly used
heo ies in cu en esea ch on p o-en i onmen al beha io (B ick e al. 2024). Acco ding o
TPB, a i udes, subjec i e no ms, and pe cei ed beha io al con ol p edic an indi idual’s
in en ion o engage in a beha io . The e o e, posi i e ATES inc eases employees’ likelihood
o adop ing ene gy-e icien p ac ices, and a posi i e co ela ion exis s be ween employees’
ene gy-sa ing a i udes and hei ene gy-sa ing habi s—s onge a i udes owa d ene gy-
sa ing lead o be e habi s (Chen and Chen 2021).
Acco ding o S eg (2008), a cul u e ha alues sus ainabili y and p omo es ene gy
conse a ion can os e posi i e a i udes among employees. The e o e, OCULT signi i-
can ly in luences employees’ a i udes owa d ene gy sa ings. Fo ins ance, o ganiza ions
ha implemen ene gy-sa ing policies, p o ide egula eedback on ene gy usage, and
ecognize employees’ e o s in conse ing ene gy can enhance posi i e a i udes owa ds
ene gy sa ings. Posi i e ATES ha e been shown o p edic ac ual ene gy-sa ing beha io s.
S eg (2008) ound ha employees wi h a o able ATES a e mo e likely o u n o ligh s,
educe ene gy usage, and suppo ene gy-sa ing ini ia i es. This ela ionship unde sco es
he impo ance o os e ing posi i e a i udes o p omo e sus ainable ene gy p ac ices
wi hin o ganiza ions.
T adi ionally, a i udes ha e been used o gauge how well employees pe o m a
hei jobs and he le el o o ganiza ional p oduc i i y (Ca meli e al. 2023). Acco ding
o Vijayasa a hy (2004), a i ude e e s o a pe son’s con ic ion ha a pa icula concep ,
se ice, o p oduc is a good idea. Consequen ly, he pe son exhibi s a s ong inclina ion
owa ds ha elemen . Acco ding o Cos an ini e al. (2022), a i ude e e s o a lea ned
endency o espond o an objec in a pe sis en ly a o able o un a o able manne . I has a
signi ican impac on how employees beha e.
Ajzen (1991) a gues ha indi iduals a e mo e inclined o pa icipa e in a speci ic
beha io i hey possess a a o able disposi ion owa ds engaging in his ac ion. The
impac o a i udes on beha io a ies and is con ingen upon he in ensi y o he a i ude.
Tenbül e al. (2008)
p oposed ha a i udes become mo e obus when indi iduals ha e
egula exposu e o an a i ude objec o when hey o en a icula e hei a i ude. People’s
a i udes a e signi ican ly impac ed by o he indi iduals’ in e - and in a-a i udinal s uc-
u es (Tenbül e al. 2008). The in luence o ATES on OCB is unde ep esen ed in cu en
li e a u e, and his a gumen is behind he hi d hypo hesis:
H3a: A i ude owa d ene gy sa ing signi ican ly in luences o ganiza ional ci izenship beha io .
H3b: A i ude owa d ene gy sa ing media es he ela ionship be ween o ganiza ional cul u e and
o ganiza ional ci izenship beha io .
2.4. O ganiza ional Ci izenship Beha io
OCB e e s o disc e iona y beha io s ha a e no explici ly ecognized by o mal e-
wa d sys ems bu con ibu e o o ganiza ional e ec i eness (O gan 1988). In sus ainabili y,
OCB includes educing was e, conse ing ene gy, pa icipa ing in en i onmen al p og ams,
and encou aging o he s o adop sus ainable p ac ices. The link be ween OCB and sus-
ainabili y has been widely explo ed in he li e a u e. Podsako e al. (2000) ound ha
employees who exhibi OCB a e likelie o engage in beha io s ha suppo o ganiza ional
sus ainabili y goals. These beha io s, al hough olun a y, can signi ican ly enhance an
o ganiza ion’s en i onmen al pe o mance (Manuel e al. 2024). Se e al ac o s in luence
he likelihood o employees engaging in OCB. OCULT is a c ucial de e minan , wi h a
suppo i e and posi i e cul u e inc easing he likelihood o OCB (O gan 1988). Addi ion-
ally, indi idual a i udes and knowledge also play a c i ical ole. Employees wi h high
Adm. Sci. 2024,14, 193 15 o 22
Adm. Sci. 2024, 14, x FOR PEER REVIEW 15 o 23
EK’s s eng h and signi icance media e he ela ionship (b = is 0.379, = 4.79, p = 0.001).
These esul s imply ha OCULT enhances EK, boos ing OCB. The e o e, H2b is sup-
po ed. The s udy e alua es he media ion ole o ATES on he ela ionship be ween OC-
ULT and OCB. The analysis shows a small, ma ginally non-signi ican indi ec effec , wi h
a s anda dized es ima e o 0.074. The analysis indica es ha ATES signi ican ly media es
he ela ionship be ween OCULT and OCB (b = 0.095, = 1.696, p = 0.035). The signi icance
o his media ion sugges s ha ATES, in luenced by OCULT, plays a c i ical ole in shaping
OCB. Hence, H3b is suppo ed.
Table 6. Media ion analysis.
Hypo hesis Di ec
Effec
Indi ec
Effec Lowe Uppe p-Value S anda dized
Es ima e Decision
H2b: OCULT→EK→OCB 0.276 0.313 0.264 0.523 0.001 0.344 *** Media ion
H3b: OCULT→ATES→OCB 0.276 0.078 0.019 0.205 0.035 0.078 * Media ion
*** p < 0.001; * p < 0.05.
Figu e 2. S uc u al Equa ion Modeling.
5. Discussion
The indings o his s udy expose he complex dynamics be ween o ganiza ional cul-
u e (OCULT), en i onmen al knowledge (EK), a i udes owa ds ene gy sa ings (ATES),
and o ganiza ional ci izenship beha io (OCB). The s udy p o ides compelling e idence
ha OCULT is essen ial in shaping EK and ATES and signi ican ly in luences OCB.
OCULT signi ican ly impac s EK and ATES. The esul s a e consis en wi h he heo-
e ical p oposi ions o Schein (2010), who a gued ha he sha ed alues and no ms wi hin
Figu e 2. S uc u al Equa ion Modeling.
5. Discussion
The indings o his s udy expose he complex dynamics be ween o ganiza ional
cul u e (OCULT), en i onmen al knowledge (EK), a i udes owa ds ene gy sa ings (ATES),
and o ganiza ional ci izenship beha io (OCB). The s udy p o ides compelling e idence
ha OCULT is essen ial in shaping EK and ATES and signi ican ly in luences OCB.
OCULT signi ican ly impac s EK and ATES. The esul s a e consis en wi h he heo-
e ical p oposi ions o Schein (2010), who a gued ha he sha ed alues and no ms wi hin
an o ganiza ion signi ican ly shape employee beha io and a i udes. This s udy ein o ces
ha a obus OCULT p io i izing sus ainabili y can enhance employees’ EK and ATES.
These indings align wi h p e ious s udies, such as hose by Came on e al. (2014), which
highligh ed he c i ical ole o OCULT in p omo ing en i onmen al pe o mance and com-
pe i i e ad an age. Mo eo e , he signi ican ela ionship be ween OCULT and EK sugges s
ha o ganiza ions wi h s ong cul u es o sus ainabili y a e mo e likely o dissemina e EK
e ec i ely. This is suppo ed by Gold e al. (2001), who ound ha knowledge-sha ing
p ac ices wi hin o ganiza ions a e c ucial o enhancing en i onmen al pe o mance and
p o iding employees wi h an e ec i e s a egy o imp o e hei o ganiza ion’s en i onmen-
al pe o mance. Thus, os e ing a cul u e ha alues and p omo es sus ainabili y can lead
o a knowledgeable wo k o ce ha ac i ely engages in en i onmen ally iendly p ac ices.
The impac o EK in media ing he ela ionship be ween OCULT and OCB is pa icu-
la ly signi ican . This sugges s ha imp o ing employees’ EK can enhance he a o able
e ec s o OCULT on ci izenship beha io s. This inding is consis en wi h he pe spec i es
o Nonaka and Takeuchi (1996), who emphasized he impo ance o knowledge in d i ing
o ganiza ional beha io . The esul s sugges ha by in es ing in en i onmen al educa ion
and aining, o ganiza ions can cul i a e a wo k o ce ha unde s ands he impo ance
o sus ainabili y and ansla es his unde s anding in o p oac i e ci izenship beha io s.
Adm. Sci. 2024,14, 193 16 o 22
ATES also media es he ela ionship be ween OCULT and OCB. This aligns wi h he heo y
o planned beha io (Ajzen 1991), which posi s ha a i udes a e c ucial p edic o s o
beha io , and he Value-Belie -No m Theo y p oposes ha en i onmen al beha io s a e
shaped by a sequen ial se ies o ac o s, ini ia ing wi h pe sonal alues, p og essing ia
belie s, and culmina ing in no ms ha go e n conduc . The s udy’s indings sugges ha a
posi i e OCULT can os e a o able ATES, enhancing OCB. This highligh s he impo ance
o shaping o ganiza ional no ms and alues o suppo ene gy conse a ion e o s, as
S eg (2008)
sugges ed. Howe e , i is in e es ing o no e ha while ATES signi ican ly in lu-
enced OCB, i s impac on EK was no suppo ed. This di e gence indica es ha while ATES
di ec ly in luence ci izenship beha io s, hey may no necessa ily ansla e in o highe EK.
This poin s o he po en ial complexi y o a i ude–beha io ela ionships and sugges s
ha di e en mechanisms may be a play in how a i udes and knowledge in e ac o
in luence beha io .
6. Conclusions
The s udy illus a es ha cul u al in luences subs an ially impac a i udes, knowledge,
and sus ainabili y- ela ed o ganiza ional ci izenship ac ions. Mo e p ecisely, he impac o
OCULT on ATES is no ably posi i e, as e idenced by a sizeable pa h coe icien o 0.587 and
a highly signi ican p- alue (p< 0.001). This inding implies ha ATES ele an o a speci ic
cul u e is essen ial o imp o ing pe o mance and esul s. Simila ly, he link be ween
OCULT and EK is s ong, as indica ed by a pa h coe icien o 0.661 and a e y signi ican
p- alue (p< 0.001). This highligh s he c ucial signi icance o cul u al ac o s in in luencing
knowledge wi hin companies, co obo a ing Ho s ede’s (1984) esea ch on cul u al dimen-
sions. In addi ion, he s udy ound ha OCULT has a posi i e e ec on OCB, wi h a pa h
coe icien o 0.228 and a p- alue o 0.008. This sugges s ha cul u al ac o s conside ably
in luence OCB, which is consis en wi h he indings o O gan and Ryan (1995).
The esea ch unde sco es he empowe ing ole o knowledge in imp o ing o ganiza-
ional beha io s. I demons a es a highly signi ican co ela ion be ween EK and OCB,
wi h a obus pa h coe icien o 0.675 and a signi ican p- alue (p< 0.001). This inding
highligh s he po en ial o knowledge sha ing wi hin an o ganiza ion o signi ican ly en-
hance he beha io s o indi iduals, aligning wi h he esea ch conduc ed by Podsako
e al. (2000). I emphasizes ha o ganiza ions can empowe hei wo k o ce by p io i izing
knowledge enhancemen , he eby os e ing a mo e engaged and p oac i e wo k o ce.
The media ion analysis p o ides a de ailed and sub le unde s anding o he mecha-
nisms by which cul u al in luences impac OCB. EK is c ucial in media ing he connec ion
be ween OCULT and OCB, as e idenced by he s anda dized es ima e o 0.344 and he
highly signi ican p- alue (p< 0.001). This inding unde sco es he signi icance o un-
de s anding cul u al impac s and ansla ing hem in o a o able o ganiza ional esul s,
in o ming he employees abou he complexi ies o o ganiza ional dynamics. Simila ly,
al hough wi h a ligh e impac , he s udy ound media ion analysis ATES and EK, as
e idenced by he s anda dized es ima e o 0.078 and on- ail signi ican p- alue (p< 0.005).
This sugges s ha cul u e in o ganiza ions posi i ely impac s ATES and, oge he wi h i ,
can imp o e OCB.
The s udy highligh s he p o ound impac o OCULT on OCB, bo h di ec ly and
indi ec ly, h ough EK and ATES. The signi ican ela ionships emphasize he need o
o ganiza ions o in eg a e cul u al conside a ions in o hei knowledge managemen and
assessmen p ac ices. By doing so, o ganiza ions can os e a mo e engaged and p oac i e
wo k o ce, enhancing o e all o ganiza ional pe o mance.
The s udy indica es ha co po a e en i onmen al policies posi i ely impac employees’
en i onmen al esponsibili y. In he con ex o eme ging La in Ame ican coun ies, inc eas-
ing he isibili y o hese policies—pa icula ly by showcasing he economic ad an ages o
a ious en i onmen al ini ia i es, such as educing elec ici y o wa e consump ion—can
u he enhance employees’ commi men o en i onmen al esponsibili y. This esea ch
unde sco es he ole o a obus o ganiza ional cul u e ha os e s awa eness and a i udes
Adm. Sci. 2024,14, 193 17 o 22
owa d ene gy conse a ion in imp o ing o ganiza ional ci izenship beha io (OCB). Con-
sequen ly, i highligh s he signi icance o embedding sus ainabili y in o o ganiza ional
s a egies o cul i a e a mo e engaged and p oac i e wo k o ce.
6.1. P ac ical Implica ions
The signi ican media ion e ec o ATES be ween OCULT and OCB unde sco es he
impo ance o cul u ally ele an ATES. O ganiza ions should ensu e ha assessmen
ools a e cul u ally aligned o enhance e ec i eness and p omo e posi i e o ganiza ional
beha io s. This is suppo ed by he wo k o Ang e al. (2006), which highligh s he ole o
cul u al in elligence in imp o ing assessmen ou comes. O ganiza ions should p io i ize
enhancing knowledge wi hin hei cul u al con ex . EK’s s ong di ec and media ing
e ec s sugges ha cul u ally ailo ed aining p og ams and knowledge-sha ing ini ia i es
can signi ican ly boos OCB. Nonaka and Takeuchi’s (1996) knowledge c ea ion heo y
emphasizes such ini ia i es’ impo ance o o ganiza ional success.
6.2. Theo e ical Implica ions
The s udy has se e al heo e ical implica ions. Fi s , he indings ein o ce cul u e’s
c i ical ole in shaping o ganiza ional knowledge and beha io . Cul u al ac o s signi i-
can ly in luence assessmen ou comes and knowledge, a ec ing o ganiza ional beha io s.
This aligns wi h Ho s ede’s (1984) cul u al dimensions heo y, which highligh s he p o-
ound impac o cul u e on o ganiza ional p ocesses. Second, he s udy p o ides e idence
o speci ic media ion mechanisms, pa icula ly he oles o ATES and EK in ansla ing
cul u al in luences in o o ganiza ional beha io s. This unde sco es he impo ance o con-
side ing bo h di ec and indi ec pa hways in heo e ical models o o ganiza ional beha io ,
as discussed by Ba on and Kenny (1986). Thi d, se e al s udies ha e analyzed componen s
o he TPB (Fa oki 2023;Qala i e al. 2022;Gao e al. 2017) and VBN (Liu and Wu 2020;
Ib issem 2010) heo ies in he con ex o ene gy sa ing, bu in eg a ing OCULT and OCB in
a esea ch model is a no el y. Finally, his s udy enhances comp ehension o he media ing
ole o ATES and EK be ween OCULT and OCB. The esul s sugges ha he componen s
o he TPB and VBN heo ies and he o he ac o s conside ed in he esea ch model a e
su icien o enhance he unde s anding o ene gy sa ings in he wo kplace by imp o ing
OCULT and de eloping employee knowledge. The cu en esea ch indings alida e ha
he goal o conse ing ene gy di ec ly and indi ec ly impac s ene gy-sa ing beha io .
6.3. Limi a ions
This s udy has h ee main limi a ions ha should be conside ed when in e p e ing
he esul s. Fi s ly, he s udy’s c oss-sec ional design limi s he abili y o in e causal
ela ionships be ween o ganiza ional cul u e, en i onmen al knowledge, a i udes owa d
ene gy sa ings, and o ganiza ional ci izenship beha io . Longi udinal s udies p o ide a
be e unde s anding o hese dynamics o e ime. Secondly, he da a was collec ed om
a de eloping coun y, Colombia, which may limi he gene alizabili y o he indings o
o he se ings o indus ies. Thi dly, elying on sel - epo ed measu es can in oduce biases
such as social desi abili y bias, whe e pa icipan s may espond in a manne hey pe cei e
as a o able. Fu u e esea ch should add ess hese limi a ions by employing longi udinal
designs, explo ing di e se o ganiza ional con ex s, inco po a ing objec i e measu es, and
conside ing addi ional mode a ing and media ing a iables.
Au ho Con ibu ions: Concep ualiza ion, L.J.C.; me hodology, L.J.C.; so wa e, L.J.C.; alida ion,
P.R.-C. and C.S.-C.; o mal analysis, L.J.C., P.R.-C. and C.S.-C.; in es iga ion, L.J.C., A.L., M.P.,
P.R.-C.
and C.S.-C.; esou ces, M.P., C.P.T.M. and S.R.B.; da a cu a ion, L.J.C.; w i ing—o iginal d a
p epa a ion, L.J.C., A.L., M.P., C.P.T.M. and S.R.B.; w i ing— e iew and edi ing, L.J.C., A.L., M.P.,
C.P.T.M., S.R.B., P.R.-C. and C.S.-C.; isualiza ion, L.J.C.; supe ision, L.J.C.; p ojec adminis a ion,
L.J.C.; unding acquisi ion, L.J.C., A.L., M.P., C.P.T.M. and S.R.B. All au ho s ha e ead and ag eed o
he published e sion o he manusc ip .
Adm. Sci. 2024,14, 193 18 o 22
Funding: This esea ch ecei ed no ex e nal unding.
Ins i u ional Re iew Boa d S a emen : No applicable.
In o med Consen S a emen : In o med consen was ob ained om all subjec s in ol ed in his s udy.
Da a A ailabili y S a emen : Da a a ailable upon eques .
Con lic s o In e es : The au ho s decla e no con lic s o in e es .
Appendix A
Table A1. Ques ionnai e.
Va iable I ems
O ganiza ional Cul u e
(Van den Be g and
Wilde om 2004).
1. Indi iduals wo king in di e en depa men s ha e a common iew owa d ene gy sa ings.
(Elimina ed in he CFA analysis).
2. Ou e hical alues help us di e en ia e igh om w ong and guide ou ene gy-sa ing beha io .
3. The e is an e hical code ha guides ou beha io and ells us igh om w ong.
4. My o ganiza ion has a e y s ong cul u e owa d ene gy sa ings
5. In my o ganiza ion, he e is a clea ag eemen abou he igh and w ong ways o do hings.
En i onmen al
Knowledge
(Ha on e al. 2005).
1. I know ha I buy p oduc s and packages ha a e en i onmen ally sa e (Elimina ed in he
CFA analysis).
2. I know mo e abou ene gy sa ing han he a e age pe son.
3. I am e y knowledgeable abou en i onmen al issues, especially in ene gy sa ing.
4. I unde s and he a ious ph ases and symbols ela ed o he en i onmen on ene gy sa ing.
5. I know how o selec p oduc s and packages ha educe he amoun o ene gy was e.
A i ude Towa d Ene gy
Sa ings (Ajzen 2002)
1. I hink sa ing ene gy in my company is use ul o p o ec he en i onmen .
2. I hink sa ing ene gy in my company signi ican ly educes ca bon emissions.
3. I hink sa ing ene gy in my company is aluable o alle ia ing ene gy sho age issues.
4. I hink sa ing ene gy in my company is a wise ac ion.
O ganiza ional
ci izenship beha io
(Lee and Allen 2002)
1. Willingly gi e my ime o help o he s wi h wo k- ela ed ene gy-sa ing p oblems.
2. Show genuine conce n and cou esy owa d cowo ke s, e en unde he mos ying business o
pe sonal si ua ions ela ed o ene gy sa ing.
3. Assis o he s wi h hei du ies ela ed o ene gy sa ings.
4. Demons a e conce n abou he image o he o ganiza ion abou ene gy sa ing. (Elimina ed in he
CFA analysis).
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