Purpose

This paper aims to develop an integrated framework for a deeper understanding of employee sustainable behaviors in the workplace by using theories, such as behavioral reasoning theory, planned-behavior theory, goal-directed behavior theory, norm activation theory and belief-value-norm theory.

Design/methodology/approach

A quantitative approach is used in the present research. This study used data from 343 employees who are from the hospitality and tourism industry to investigate the formation of employees’ sustainable behaviors.

Findings

The research framework assumes that the reasons for sustainable behavior and the reasons against sustainable behavior predict global motives, which comprise attitude, subjective norm and behavioral control, and moral norm mediates the relationship between global motives, positive and negative anticipated emotions and behavioral intention. The hypothesized theoretical model had a sufficient degree of total variance with the behavioral intention and generally verified the hypothesized relationships, which served as a basis for modeling employee sustainable behavior in the workplace.

Originality/value

This study integrated a framework that contributes to employee sustainable behavior in the tourism and hospitality industry by identifying the effects of motivational process, moral process and emotional process to perform sustainable behavior.

中文翻译：

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行为推理理论、计划行为理论、道德规范和情感的综合框架，用于培养酒店/旅游员工的可持续行为

目的

本文旨在利用行为推理理论、计划行为理论、目标导向行为理论、规范激活理论和信念-价值-规范理论等理论，建立一个综合框架，以更深入地理解员工在工作场所的可持续行为。 .

设计/方法/方法

本研究采用定量方法。本研究使用来自酒店和旅游业的 343 名员工的数据来调查员工可持续行为的形成情况。

发现

研究框架假设可持续行为的原因和反对可持续行为的原因可以预测全球动机，包括态度、主观规范和行为控制，而道德规范在全球动机、正负预期情绪和行为意图之间起中介作用。假设的理论模型与行为意图具有足够程度的总方差，并普遍验证了假设的关系，为员工在工作场所的可持续行为建模提供了基础。

原创性/价值

本研究通过识别激励过程、道德过程和情感过程对执行可持续行为的影响，整合了一个有助于旅游和酒店业员工可持续行为的框架。