Factors Influencing Individual Recycling Behavior in Office Settings A Study of Office Workers in Taiwan
ABSTRACT This study explores office recycling behavior and its antecedents through a survey administered to 1,788 workers in Taipei, Taiwan. The instrument measured household and office recycling behavior, commitment to and motives for recycling, and the convenience of carrying out recycling in their office settings. Prior experience was shown to be an excellent predictor of office-based conservation behavior. However, to be effective, prior experience must be of the same specificity as the office behavior being predicted. Thus prior experience with general household recycling was effective at predicting general office recycling behavior, but was unable to predict more specific recycling behavior. Likewise, prior experience with a particular material—In this instance paper—predicted office conservation behavior with respect to that material alone. Organizational commitment and individual commitment were found to be modest predictors of office-based conservation behavior, although economic motivation was not found to be a particularly effective predictor of such behavior. Implications for office-based recycling programs are discussed.
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ABSTRACT: This paper examines how office-based lighting and computer use behaviours relate to similar behaviours performed by the same individuals in a household setting. It contributes to the understanding of energy use behaviour in both household and organisational settings, and investigates the potential for the ‘spillover’ of behaviour from one context to another. A questionnaire survey was administered to office-based employees of two adjacent local government organisations (‘City Council’ and ‘County Council’) in the East Midlands region of the UK. The analysis demonstrates that the organisational or home setting is an important defining feature of the energy use behaviour. It also reveals that, while there were weak relationships across settings between behaviours sharing other taxonomic categories, such as equipment used and trigger for the behaviour, there was no evidence to support the existence of spillover effects across settings.Journal of Environmental Psychology 12/2014; · 2.40 Impact Factor
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ABSTRACT: New European environmental legislation requiring producers to recycle electrical and electronics products at so-called “end-of-life” is likely to introduce new areas of competition to the global market for information technology (IT) products. This paper presents the findings of a study investigating the use and disposal of IT equipment by 151 companies in the UK. Although 71 per cent of companies disposed of their equipment as waste, other “disposal” routes were found to be of greater significance, such as charitable donations, transfer to employees, and resale to second-hand dealers. Therefore it is argued that the current legal definition of “waste” may be too restrictive to be applied to end-of-life IT equipment within the commercial sector. In addition, it is argued that the provision of product “end-of-life management” services to commercial customers (in compliance with legislation or otherwise) could help IT producers add value to their existing support services beyond the immediate production and consumption of new technologies. Where only 5 per cent of companies replaced IT products within two years, 76 per cent of respondents identified a need for such services. Specific details of the type of services that would be required have also been investigated and evaluated.Journal of Business & Industrial Marketing 08/2002; 17(5):357-378. · 0.69 Impact Factor
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ABSTRACT: Research in organizational psychology has increasingly focused on understanding the determinants of "green" employee behavior. The present study used a daily diary design to investigate relationships between employees' daily affect, pro-environmental attitude, as well as daily task-related pro-environmental behavior (i.e., the extent to which employees complete required work tasks in environmentally friendly ways), and daily proactive pro-environmental behavior (i.e., the extent to which employees show personal initiative when acting in environmentally friendly ways at work). Fifty-six employees working in small businesses completed a baseline survey and two daily surveys over ten workdays. Daily unactivated positive affect and pro-environmental attitude positively predicted daily task-related pro-environmental behavior. In addi-tion, daily activated positive affect positively predicted daily proactive pro-environmental behavior among employees with a less positive pro-environmental attitude but not among employees with a more positive pro-environmental attitude. These findings suggest that fostering pro-environmental attitudes and, to some extent, positive affect among employees could help organizations to promote pro-environmental behavior in the workplace. In the context of growing local and global concerns about significant environmental issues such as climate change, pollution reduction, and sustainability of natural resources, organizational psychologists have become increasingly interested in predicting "green" or pro-environmental employee behavior (e.g., Ramus & Steger, 2000; Russell & Griffiths, 2008; Scherbaum, Popovich, & Finlinson, 2008; Tudor, Barr, & Gilg, 2008). Pro-environmental behavior at work includes a broad range of actions such as recycling paper, printing double-sided, and conserving resources such as water and electricity (Lee, De Young, & Marans, 1995; Siero, Bakker, Dekker, & van den Burg, 1996). This is an important class of employee behaviors, because it facilitates organizational efforts to preserve natural resources and the environment (Andersson & Bateman, 2000), and thus promotes corporate social responsibility (Jones, 1996). Employees may carry out such environmentally friendly behaviors during the process of completing their own required work tasks. In addition, they may also actively initiate broader environmentally friendly changes in the policies and procedures in their workplace (Pichel, 2003; Ramus & Steger, 2000). Previous studies that investigated predictors of pro-environmental employee behavior have largely focused on stable differences between individuals. For example, research has found that attitudes and personality characteristics, such as personal norms and intrinsic motivation, influence pro-environmental employee behavior (e.g., Lee et al., 1995). However, the explanatory value of these studies is limited because they did not take fluctuations within
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