Purpose

The aim of this study is to investigate the employee perceptions of organizational support for environmental behaviours and its impact on innovative environmental behaviours and frequency of involvement in upstream oil and gas supply chain management. The study also examines a new area where environmental work culture has been introduced as a facilitator on the relationship between employees’ perceptions and engagement in supply chain management.

Design/methodology/approach

Self-administered questionnaires were used for collecting data from supply chain managers in production arrangement contractor and service provider company in Kuala Lumpur. Partial least squares was used for data analysis.

Findings

The findings reveal that supervisory support for environmental initiatives and environmental training is positively related to employees’ perception of organizational support for environmental behaviours, while rewards provided by the organization for environmental behaviours are not associated with it. The employees’ perceptions of organizational support for environmental behaviours have a significant impact on employees’ engagement in environmental behaviours in both forms of employees’ frequency of involvement and employees’ innovative environmental behaviours. The findings also show that environmental work culture moderates positively the impacts of organization’s support practices (supervisory support for environmental initiatives and rewards provided by the organization for environmental) on employees’ perception of organizational support for environmental behaviours.

Originality/value

The study critically examines the possible impact of enablers of engagement in environmental behaviours and how employees’ perceptions of organizational support reflect their engagement towards environmental behaviours of the organizational practices. The findings are useful for supply chain management practitioners in terms of exerting environmental behaviours and facilitating employees’ environmental behaviours in the upstream oil and gas supply chain management sector.

中文翻译：

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与供应链公司一起预测员工对环境行为的参与

目的

本研究的目的是调查员工对环境行为的组织支持的看法及其对创新环境行为的影响以及参与上游石油和天然气供应链管理的频率。该研究还考察了一个新领域，其中引入了环境工作文化作为促进员工认知与供应链管理参与度之间关系的促进因素。

设计/方法/方法

自我管理的问卷用于从吉隆坡的生产安排承包商和服务提供商公司的供应链经理那里收集数据。偏最小二乘法用于数据分析。

发现

研究结果表明，监督对环境倡议和环境培训的支持与员工对组织对环境行为支持的感知呈正相关，而组织对环境行为提供的奖励与此无关。员工对环境行为的组织支持感知对员工的环境行为参与度有显着影响，包括员工参与频率和员工创新环境行为。

原创性/价值

该研究批判性地考察了参与环境行为的促成因素的可能影响，以及员工对组织支持的看法如何反映他们对组织实践的环境行为的参与。研究结果对供应链管理从业者在上游油气供应链管理部门发挥环境行为和促进员工环境行为方面有帮助。