Intrinsic satisfaction derived from office recycling behavior: A case study in Taiwan

Article (PDF Available)inSocial Indicators Research 31(1) · January 1994with55 Reads
DOI: 10.1007/BF01086514 · Source: OAI
Despite the fact that more and more researchers have devoted themselves to recycling studies in varied settings, virtually no research has been conducted to study the causal relationships between intrinsic satisfaction and individual recycling behavior in office settings. In addition, little research has tried to explore whether there is only one index of intrinsic satisfaction or several distinct indices. This paper examines the dimensionality of intrinsic satisfaction. It also explores the causal relationships between intrinsic satisfaction and office recycling behavior. Data from field surveys conducted in 32 different organizations in Taiwan were analyzed. The findings indicate that there are at least two distinct factors regarding intrinsic satisfaction — participation and frugality. These data suggest that intrinsic satisfaction can be derived from office recycling activities, not only being predictors of office recycling behavior. Peer Reviewed

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Available from: Yung-Jaan Lee
    • "Although these behaviors are close since all put the focus on sustainability in the workplace, each of them can be viewed as a specific response to protecting the natural environment. By returning to the research discussed above, it is interesting to notice that the positive effect has been found in research wherein scholars have examined recycling and sorting waste (i.e., specific PEB) (Lee & De Young, 1994; Tudor et al., 2008), whereas a nonsignificant relationship with job satisfaction has been found in studies wherein researchers have measured PEB as a whole (e.g., Paill e & Mejía-Morelos, 2014). The lack of relationship between job satisfaction and PEB found by Paill e and Mejía-Morelos (2014) may be attributed to their decision to merge the three initial sub-scales (i.e., eco-helping, ecocivism , and eco-initiative) for measuring an overall PEB. "
    [Show abstract] [Hide abstract] ABSTRACT: This study examines the links between organizational support, trust in manager, psychological contract breach, job satisfaction, and workplace pro-environmental behavior. We tested the conditional indirect effect of organizational support and pro-environmental behavior through job satisfaction at different levels of psychological contract breach and trust in the manager. Using a convenience sample (N = 651), the findings show that job satisfaction only mediates the effect of organizational support on pro-environmental behavior at a low level of psychological contract breach. The findings also indicate that (low) psychological contract breach only moderates the conditional indirect effect of organizational support and pro-environmental behavior through job satisfaction at a high level of trust in manager. Practical implications are discussed, and suggestions for future research are proposed.
    Full-text · Article · Mar 2016
    • "Prompts/ information/ Signage Andrews et al. (2012); Austin et al. (1993); Barker et al. (1994); Brothers et al. (1994); Chung & Poon (1994); Elfilthri et al. (2012); Hamad et al. (1977); Hansen et al. (2008); Humphrey et al. (1977); Kalsher et al. (1993); Kaplowitz et al. (2009); Kelly et al. (2006); Lee (1995); Ludwig et al. (1998); Luyben & Cummings (1981); Luyben, Warren & Tallman 1979; Marans & Lee (1993); Penpece & Celik (2011); Prestin & Pearce (2010); Price and Pitt (2012); Witmer & Geller (1976) Feedback Goldenhar & Connell (1991); Hamad et al. (1980); Hamad et al. (1977); Katzev & Mishima (1992); Kim, Oah & Dickson (2005); McCaul & Kopp (1982); Environmental benefits & values Clay (2005); Kaplowitz et al. (2009); Kelly et al. (2007a & b); Price & Pitt (2012) Proximity/ Convenience Austin et al. (1993); Brothers et al. (1994); Clay (2005); Chung & Leung (2007); Chung & Poon (1994); Hansen et al. (2008); Humphrey et al. (1977); Kalsher et al. (1993); Lee, De Young & Marans (1995); Ludwig et al. (1998); ); Luyben, Warren & Tallman 1979; Marans & Lee (1993); McCarty & Shrum (1994); O'Connor et al. (2010); Penpece & Celik (2011); Price & Pitt (2012); Wan et al. (2012); Witmer & Geller (1976) Goal Setting Hamad et al. (1980); McCaul & Kopp (1982) Organisation commitment Kalsher et al. (1993); Lee, De Young & Marans (1995); Marans & Lee (1993); Marans et al. (1992); Oskamp et al. (1994)Geller, Chaffee & Ingram (1975); Hamad et al. (1977); Lee, De Young & Marans (1995); Luyben & Cummings (1981); Marans & Lee (1993); Oskamp et al. (1994); Witmer & Geller (1976) Identity Park, Levine & Sharkey (1998) Past behaviour Lee, De Young & Marans (1995); Goldenhar & Connell (1992); Hamad et al. (1977); Lee (1995); Marans et al. (1992); Marans & Lee (1993); McDonald (2011); Tudor, Barr & Gilg (2007a & b) Moral obligation / norms Largo-Wight, Bian & Lange (2012); Lee (1995); Wan et al. (2012) Type/Amount of recyclables Chung & Leung (2007); Chung & Poon (1994); McDonald (2011); Oskamp et al. (1994) Personal benefits & values Hamad et al. (1980); Humphrey et al. (1977); Lee & De Young (1994); McCarty & Shrum (1994); McCaul & Kopp (1982); Price & Pitt (2012); Tudor, Barr & Gilg (2007a & b) Cultural (individualism & collectivism) Park, Levine & Sharkey (1998) Although there is a lack of consensus on the influence of these factors on workplace waste recycling behaviour, the findings suggest that a combination of factors may be required to enhance workplace waste recycling behaviour. This may assist waste management planners and policy makers when designing a policy instrument, strategy, and/or framework that could increase workplace waste recycling. "
    Full-text · Article · Jan 2016 · Journal of Applied Social Psychology
    • "2. For the descriptive studies, effect sizes of bivariate analyses were calculated from other statistical information if effect size statistics were unavailable. However, since this was not always possible, four articles that would otherwise have been included in the descriptive studies category were classified under the miscellaneous studies category and thus excluded from the comparative analysis (Lee & DeYoung, 1994; Lee et al., 1995; Siero et al., 1984; Tudor et al., 2008). 3. "
    [Show abstract] [Hide abstract] ABSTRACT: A review of empirical studies on proenvironmental behaviors in organizational contexts is presented. Twenty-one studies met the inclusion criteria. Quantitative effect sizes were compared where statistics were available and research designs were comparable. Characteristics of the dependent variable and the targeted organiza-tional (sub)populations were systematically examined. With respect to individual-specific determinants, the results show relatively consistent effects for attitudinal determinants and past behavior. For organization-specific influences, management and physical facilitation were frequently significant. Findings related to other factors are less conclusive. Given the available evidence and feasibility considerations, it is recommended that interventions focus on physical facilitation, tailored persuasive communication, and active engagement of middle management. It is further recom-mended that future research integrates the analysis of individual and organizational determinants.
    Full-text · Article · Dec 2012
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