The Impact of Work Overload on Pro‐Environmental Behavior at Work
The Mediating Role of Organizational Identification and the Moderating Role of Corporate Social Responsibility
Bibliographic Data
| ID | 12308408 |
|---|---|
| Authors | Byung-Jik Kim (0000-0002-7256-5719, Associate Professor at the College of Business Gachon University Seongnam‐si South Korea), Sang‐Hak Lee (0000-0002-4535-3745, Visiting Professor at the Department of Public Conflict Intelligence Chung‐Ang University Seoul South Korea, corresponding author), Julak Lee (0000-0002-1798-8671, Professor at the Department of Industrial Security Chung‐Ang University Seoul South Korea, corresponding author) |
| Year | 2025 |
| Volume | 33 |
| Issue | 5 |
| Pages | 6418-6435 |
| Publication date | 2025-04-10 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Sustainable Development (JOURNAL) |
| Journal identifiers | ISSN: 0968-0802 • E-ISSN: 1099-1719 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/sd.3470 |
| OpenAlex | W4409375665 |
| Language | EN |
| Citations received | 3 |
| References cited | 110 |
This study investigates the relationship between work overload and pro‐environmental behavior at work, focusing on the mediating role of organizational identification and the moderating role of corporate social responsibility (CSR). Drawing upon various theories, we propose a moderated mediation model to explain the complex interplay between these variables. Utilizing a 3‐wave time‐lagged research design, data were collected from 224 employees in South Korean companies across three time points. The results of structural equation modeling (SEM) reveal that work overload has a significant negative effect on organizational identification, which in turn positively influences pro‐environmental behavior at work. Furthermore, organizational identification fully mediates the relationship between work overload and pro‐environmental behavior at work. Additionally, CSR moderates the relationship between work overload and organizational identification, mitigating the negative impact of work overload. These findings contribute to the literature by providing a nuanced understanding of the mechanisms and boundary conditions that shape employee pro‐environmental behavior in the workplace. The study offers valuable insights for organizations aiming to promote sustainable practices and foster a green workforce. Practical implications for managers and human resource professionals include the importance of managing work overload, fostering organizational identification, and implementing robust CSR initiatives to support employee pro‐environmental behavior. Limitations and directions for future research are discussed
Biology · Business · Corporate social responsibility · Identification (biology · Organizational commitment · Organizational identification · Political science · Public relations · Work (physics · Corporate Social Responsibility Reporting · Environmental Sustainability in Business · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
Attitudes and Behavior
Corporate Social Responsibility
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The dynamic impact of natural resources, technological innovations and economic growth on ecological footprint
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Organizational Citizenship Behaviour for the Environment
Effects of Green HRM Practices on Employee Workplace Green Behavior
How Do Employees Perceive Corporate Responsibility? Development and Validation of a Multidimensional Corporate Stakeholder Responsibility Scale
Identification in Organizations
‘Management Standards’ work-related stress in the UK
Attitude Construction
Encouraging pro-environmental behaviours
Organizational identification
What predicts within-person variance in applied psychology constructs? An empirical examination.
The Drivers of Greenwashing
Behavioral Ethics in Organizations
What We Know and Don’t Know About Corporate Social Responsibility
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Job Engagement
The contribution of corporate social responsibility to organizational commitment
Giving Commitment
Relationships of stress to individually and organizationally valued states
The Impact of Human Resource Management on Environmental Performance
Green Human Resource Management
An Inconvenient Truth
Reciprocation of perceived organizational support.
Multilevel Influences on Voluntary Workplace Green Behavior
Conservation of resource caravans and engaged settings
The Impact of Corporate Social Responsibility on Organizational Commitment
Perceived organizational support.
Common method biases in behavioral research
Social Identity Theory and the Organization
Statistical power analyses using G*Power 3.1
The Influence of Culture, Community, and the Nested‐Self in the Stress Process
Perceived organizational support
The Job Demands‐Resources model
Mediation in experimental and nonexperimental studies
Corporate Social Responsibility (CSR) Implementation
Conscience as control – managing employees through CSR
Employee Green Behavior
The Measurement of Green Workplace Behaviors
Rediscovering the Social Group
Does a Good Firm Breed Good Organizational Citizens? The Moderating Role of Perspective Taking
Where there is light, there is dark
Structural equation modeling in practice
Identifying organizational identification as a basis for attitudes and behaviors
Environmental considerations in the organizational context
Social Identity, Self-Categorization, and the Communication of Group Norms
Bridging the gap between green behavioral intentions and employee green behavior
Organizational identification versus organizational commitment
The psychological microfoundations of corporate social responsibility
Corporate social responsibility and employee engagement
Changing behaviour
An organizational ethic of care and employee involvement in sustainability‐related behaviors
Greening organizations through leaders' influence on employees' pro‐environmental behaviors
Does school context matter? Relations with teacher burnout and job satisfaction
The role of technology adoption in sustainable development
Alumni and their alma mater
Job Burnout
| Citations per year | 3 |
|---|---|
| Citation span | 2026 - 2026 (1) |
| Highly cited | No |