Psychology
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Item Pro-Environmental Behaviors in the Workplace: Is Concern for the Environment Enough?(2012) Nag, Monisha; Ostroff, Cheri; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)Although there has been some research on corporate social responsibility and sustainable practices in organizations, individuals' pro-environmental behaviors (PEBs) in the workplace have not received much attention. A primary goal of this study was to gain a better understanding of the factors related to PEBs in the workplace and to further our understanding of the relationship between environmental attitudes and PEBs within the organizational context. Contextual factors, including psychological climate for PEBs, perceptions of leader support for PEBs, home climate for PEBs, and role overload, as well as individual differences, including individuals' norms regarding the environment and sense of guilt repair for failing to act in an environmentally responsible manner, were examined. Moreover, two types of PEBs were distinguished: PEBs easily engaged in and PEBs that require a cost to self. A commons dilemma perspective was applied to better understand the relative importance of contextual and individual difference variables in relation to the different types of PEBs, and which factors are more likely to influence individuals' environmental attitude - PEBs relationship in the workplace. Results suggested that psychological perceptions of climate for PEBs, perceptions of home climate for PEBs, and personal norms regarding the environment were most strongly related to the extent to which individuals engaged in both types of PEBs in the workplace. Guilt repair was positively related to the extent to which individuals were willing to engage in PEBs at work despite incurring a cost. Finally, psychological perceptions of climate for PEBs and role overload adversely affected the relationship between individuals' environmental attitude and PEBs at work.Item Psychological Climate for Diversity: Antecedents and Outcomes(2011) Nag, Monisha; Ostroff, Cheri; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)Although some research has examined climate for diversity in organizations and its outcomes, little attention has been devoted to the antecedents of individuals' climate for diversity perceptions (psychological climate) or to a broader nomological network. The extent to which individuals have experience with diversity and receive information regarding diversity in an organization from various media were purported to relate to their diversity related climate perceptions, which in turn were proposed to relate to their racial understanding, belonging, ethnic identity, and performance. Further, individuals' race was believed to moderate the antecedent-climate-outcomes relationships. Hypotheses were tested using two samples, 871 newcomers and 688 incumbents, enabling examination of potential differences in relationships between the two. Overall, the proposed model was supported. Psychological climate for diversity partially mediated the exposure to diversity-outcomes relationship, and fully mediated the information regarding diversity-outcomes relationship. However, contrary to expectations, moderation of the antecedent-climate-outcomes relationships by race was weak, and these relationships were largely similar in the two samples.