Jurnal Impresi Indonesia (JII)

p-ISSN: 2828-1284 e-ISSN: 2810-062x

website: https: //rivierapublishing.id/JII/ index.php / jii /index

doi: 10.58344/jii.v4i3.6378 1186

EMPLOYEE PRO-ENVIRONMENTAL BEHAVIOR: A BIBLIOMETRIC

REVIEW FROM 2000-2024

Rayner Dillon Wibisono

, Septian Salim

Zhejiang Gongshang University, China

[email protected]

, [email protected]

Keywords

Abstract

bibliometric analysis,

employee pro-

environmental

behavior, hospitality

and tourism industry,

green human resource

management

This study offers a thorough bibliometric analysis of Employee

Pro-environmental Behavior (EPB) research from 2000 to 2024.

The study used data from the Web of Science (WoS) and tool:

VOSviewer to examine 766 articles, aiming to discern prominent

research themes and trends in EPB. Narrow down to 55 articles,

thematic analysis between four principal clusters were identified:

Influential Factors, Workplace Performance, Pro-environmental

Adoption, and Employee Outcomes. The bibliometric study

indicates an increasing focus on Green Human Resource

Management (HRM) and Corporate Social Responsibility (CSR)

as essential factors influencing Environmental Performance

Behavior (EPB), particularly within the hotel and tourist

industries. The review emphasizes historical patterns, prominent

writers, prolific publications, and collaborative networks that have

influenced the discipline. This study offers an overview of the

changing academic scene and suggests avenues for future

research, especially in underexamined domains like as digital

technology adoption and the influence of spiritual leadership on

EPB.

Corresponding Author : Septian Salim

E-mail: [email protected]

INTRODUCTION

The concept of Employee Pro-environmental Behaviour (EPB) has garnered heightened

scholarly interest, indicative of escalating apprehensions over sustainability in the workplace.

Employee Pro-environmental Behaviour (EPB) refers to acts by employees that either promote

or hinder environmental sustainability (Tian & Liu, 2022), and is particularly crucial in

industries such as hospitality, where environmental effects are substantial. This bibliometric

study seeks to deliver a thorough overview of EPB research, pinpointing significant trends,

prominent themes, and new research possibilities from 2000 to 2024 (Agarwal et al., 2016).

This study's bibliometric data was obtained from the Web of Science (WoS) database,

encompassing high-impact journals in management, business, and hospitality. This study

employed sophisticated keyword searches and quantitative bibliometric tools such as

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1187

VOSviewer to analyse 766 documents, emphasising publishing patterns, highly cited

publications, prominent authors, and notable journals. Utilising co-occurrence and citation

analysis, four principal research clusters were discerned: Influential Factors, Workplace

Performance, Pro-environmental Adoption, and Employee Outcomes. Each cluster signifies a

distinct facet of the manifestation and support of pro-environmental behaviour inside

organisations.

The present study aims to clarify the current research environment about EPB by

synthesising bibliometric data with thematic content analysis. It analyses the patterns and

correlations among the detected clusters, providing insights into their evolution and

emphasising both well studied and inadequately examined domains. Significant emphasis has

been placed on Green Human Resource Management (Green HRM) and Corporate Social

Responsibility (CSR) as catalysts for pro-environmental behaviours, whereas there is a paucity

of research addressing the technological factors that promote Environmental Performance

Behaviour (EPB), particularly regarding employee technology adoption.

This research enhances the knowledge of the factors affecting EPB by examining these

linkages and patterns (Akram et al., 2023; Zientara & Zamojska, 2018). The insights derived

from the bibliometric data not only illuminate the changing academic scene but also offer

practical implications for organisations aiming to improve their sustainability policies. This

study closes by proposing future research avenues that may enhance our comprehension of

employee-driven sustainability initiatives, especially in under-explored domains such as digital

adoption and spiritual leadership in fostering environmentally conscious behaviours.

METHOD

Bibliometric Analysis Results

For data analysis, this review mainly uses quantitative bibliometric tools like VOSviewer

and additional tools like Excel and EndNote. For effectively assessing and analyzing

bibliometric data, VOSviewer is a reliable tool (Donthu et al., 2021).

Data Collection

The information was obtained from the Web of Science (WoS) database, which contains

the Social Science Citation Index (SSCI). According to Zupic & Cater (2015), WoS is widely

accessible online and is frequently used for bibliometric analysis. To see all related journals in

the WoS, certain keywords must be entered into the "Advanced Search" function. The

keywords are a combination of hospitality (e.g., “hotel(s)”, “hospitality”, “lodging”) and

employee pro-environmental behaviour (e.g., “eco-friendly behaviour” and “green behaviour”).

Additionally, the following three WoS categories are searched: "Management," "Business," and

"Hospitality, Leisure, Sport & Tourism." Lastly, the WoS's advanced search code was

TS=("employ*" OR "worker" OR "workers" OR "colleague" OR "colleagues" OR "labo*" OR

"staff" OR "staffs" OR "personnel" OR "person" OR "subordinate" OR "crew" OR "crews" OR

"attendant" OR "voluntary") AND TS=("hotel" OR "hotels" OR "accommodation" OR

"accommodations" OR "hospitality" OR "lodging" OR "hostel" OR "hostels" OR "resort" OR

"resorts" OR "motel" OR "inn" OR "inns" OR "restaurant" OR "restaurants" OR "motel" OR

"food service") AND TS=(“pro-environmental behavio*" OR "eco-friendly behavio*" OR

"environmentally behavio*" OR "green behavio*" OR "sustainable behavio*" OR

"environmentally conscious behavio*" OR "environmental stewardship" OR "sustainable

practice" OR "eco-conscious behavio*" OR "environmental conservation behavio*" OR

"employee green behavio*" OR "sustainable workplace" OR "green practice" OR "resource

reduction" OR "resource saving" OR "ecolog* behavio*" OR "conservation behavio*" OR

"workplace") NOT TS=("resort" OR "catering theory" OR "catering incentive*") AND

WC=("business" OR "management" OR "hospitality, leisure, sport & tourism")

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1188

English is the only language available in the search option, and the document types are

restricted to "articles" and "review articles" (book reviews and proceedings papers are not

included). The total number of high-quality, high-impact documents for bibliometric analysis

during the search is 766.

RESULT AND DISCUSSION

After conducting the bibliomatic analysis, therefore it is discovered that the topic has

four (4) cluster which then be analyse using thematic analysis. To do the thematic analysis, 55

papers used for understanding the cluster which discussed as follows:

Influnced Factors

The Influenced Factors cluster focuses on various determinants that affect employee eco-

friendly behavior, organizational sustainability efforts, and environmental performance. Key

topics in this cluster include the role of Green Human Resource Management (GHRM),

corporate social responsibility (CSR), leadership styles, employee engagement, and broader

organizational practices. These elements are shown to significantly influence the

implementation of green practices, particularly in service industries such as hospitality, tourism,

and other sectors with a focus on environmental sustainability. A predominant theme within

this cluster is GHRM, which is seen as a critical driver in fostering eco-friendly behavior among

employees. Numerous studies have demonstrated that integrating environmental

considerations into HR practices—such as hiring, training, performance evaluation, and

rewards—creates an organizational culture that encourages sustainable actions. These GHRM

practices not only align individual employee behavior with broader corporate environmental

goals but also promote a sense of responsibility among employees to engage in eco-friendly

practices. The importance of organizational identification is also highlighted, where employees

with strong ties to the company’s environmental vision are more motivated to exhibit

sustainable behavior, thereby enhancing the overall environmental performance of the

organization: the effect of green human resource management on hotel employees’ eco-friendly

behavior and environmental performance (Kim et al., 2019) and The Impact of Green HRM on

Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

(Ribeiro et al., 2022) both emphasize the role of HRM in aligning employee actions with

sustainability goals. Similarly, Unlocking Employee’s Green Behavior in Fertilizer Industry:

The Role of Green HRM Practices and Psychological Ownership (Waqas et al., 2021) explores

how HRM practices can create a sense of ownership among employees, fostering proactive

engagement in environmental activities.

Corporate Social Responsibility (CSR) is another vital factor explored in the cluster,

emphasizing how a company's ethical responsibilities can directly influence employee behavior

and overall sustainability performance. Studies show that CSR initiatives have a significant

impact on environmental performance by encouraging employees to engage in pro-

environmental behavior. Moreover, altruistic values can act as a moderator, amplifying the

influence of CSR on sustainability outcomes, which highlights the importance of aligning

corporate values with employee beliefs to maximize the impact of CSR efforts. Corporate

social responsibility and sustainability in the tourism sector: A systematic literature review and

future outlook (Madanaguli et al., 2022) and Fostering the Environmental Performance of

Hotels in Pakistan: A Moderated Mediation Approach From the Perspective of Corporate

Social Responsibility (Ahmed et al., 2022) illustrate how CSR initiatives can enhance

environmental performance, especially in sectors like tourism and hospitality.

Leadership styles also play a crucial role in influencing environmental behaviors within

organizations. Environmental Leadership, Green Innovation Practices, Environmental

Knowledge Learning, and Firm Performance (X. Su et al., 2020) shows that effective

environmental leadership helps foster an organizational environment conducive to green

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1189

practices. This leadership approach motivates employees to incorporate sustainability into their

daily activities, thereby reinforcing the organization’s commitment to environmental

performance. Effective leadership not only inspires employees to adopt green practices but also

drives innovation in sustainable processes and behaviors, which is crucial for enhancing overall

organizational performance.

Employee engagement, resilience, and psychological ownership are also explored as key

mediators that strengthen the relationship between organizational practices and environmental

outcomes. Insights from studies such as Human Resource Management Practices and Service

Provider Commitment of Green Hotel Service Providers: Mediating Role of Resilience and

Work Engagement (Arasli et al., 2020) show that high-performance work practices lead to

greater employee commitment to environmental initiatives, suggesting that employees who

feel engaged and valued are more likely to participate actively in sustainability programs,

thereby enhancing their contribution to the organization’s environmental goals.

The cluster also examines how factors such as environmental knowledge and employee

behavior impact organizational sustainability. Studies like The Impact of Environmental

Knowledge and Environmental Behavior of Hotel Employees on Environmental Performance:

A Model Proposal (Turgut, 2022) indicate that employees with greater environmental

knowledge are more likely to exhibit behaviors that positively impact environmental

performance. This points to the importance of education and awareness programs within

organizations to empower employees with the knowledge and skills necessary to contribute

effectively to sustainability goals.

Challenges to implementing these sustainability practices also emerge in the literature.

Differences in company ownership and financial constraints can be significant barriers to

adopting green practices. For example, Organizational Practices Promoting Employees’ Pro-

Environmental Behaviors in a Visegrad Group Country (Piwowar-Sulej & Kołodziej,

2022)highlights how company ownership can influence the implementation of environmental

practices, whereas MUGHAS: The Integrated Green HRM Model to Improve Business

Performance (Wajdi et al., 2023) discusses the need for comprehensive, integrated HRM

strategies to overcome cost-related challenges.

In conclusion, the Influenced Factors cluster emphasizes the multidimensional approach

needed to successfully implement green practices in organizations. Key determinants such as

GHRM, CSR, leadership, and employee engagement contribute to fostering an organizational

culture that supports sustainability. Addressing the challenges, including financial constraints

and varying levels of commitment, can further enhance an organization's ability to integrate

sustainability into its operations. Ultimately, the studies within this cluster highlight that a

strategic, well-rounded approach that incorporates both structural and cultural elements is

crucial for advancing organizational sustainability and achieving improved environmental

performance.

Cluster #2: Workplace Performance

Workplace performance, particularly in the hospitality industry, is a complex and

multifaceted domain influenced by various individual and environmental factors. Several

studies have examined the dynamics between workplace stressors, employee well-being, and

overall performance outcomes. One significant area of focus is the impact of abusive

supervision on employees' behaviors. For instance, the study Abusive supervision and

customer-oriented organizational citizenship behavior: The roles of hostile attribution bias and

work engagement (Lyu et al., 2016) explores how negative supervisory behaviors affect

customer-oriented citizenship behaviors among employees. The research identifies that hostile

attribution bias and decreased work engagement can mediate the relationship between abusive

supervision and the employee's ability to go above and beyond their formal duties.

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1190

Another crucial factor impacting workplace performance is the role of workplace

ostracism. In Workplace ostracism and proactive customer service performance: A

conservation of resources perspective (Zhu et al., 2017), the authors examine how social

exclusion within the workplace can drain employees' psychological resources, thereby

diminishing their proactive service performance. Ostracism is also linked to knowledge hiding

behaviors, as investigated in Workplace ostracism and knowledge hiding in service

organizations (Zhao et al., 2016), where the findings suggest that employees who feel excluded

are more likely to withhold critical information, further reducing team effectiveness and

performance.

Employee well-being, particularly as it fluctuates daily, is another aspect that

significantly influences workplace performance. In Momentary well-being matters: Daily

fluctuations in hotel employees' turnover intention (Shi et al., 2021), researchers highlight that

daily changes in well-being directly correlate with turnover intentions, emphasizing the need

for supportive work environments that help stabilize employee morale. Similarly, Does

mindfulness reduce emotional exhaustion? A multilevel analysis of emotional labor among

casino employees (Li et al., 2017) focuses on the potential benefits of mindfulness practices in

reducing emotional exhaustion, a common issue for employees engaged in high-contact service

roles like casinos and hotels.

The relationship between job insecurity and performance is also explored in The Effects

of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees' Pro-

Environmental Behaviors (Karatepe et al., 2023). This study reveals that job insecurity can

exacerbate emotional exhaustion, which in turn negatively impacts both the employees' well-

being and their willingness to engage in pro-environmental behaviors. Such findings suggest

that ensuring job security is a pivotal strategy to enhance not only performance but also

sustainability initiatives within hospitality settings.

Another study that delves into the nuances of workplace performance is Performance

Work Practices and Hotel Employee Performance: The Mediation of Work Engagement

(Karatepe, 2013). This research highlights the positive effects of high-performance work

practices (HPWPs) such as training, rewards, and empowerment on employee performance. It

also identifies work engagement as a key mediator, indicating that engaged employees are more

likely to translate HPWPs into improved service quality and performance.

Finally, the resilience of environmentally friendly firms during crises is examined in Are

Environmentally Friendly Firms More Vulnerable During the COVID-19 Pandemic? (Zhang

& Fang, 2022). The study suggests that while eco-friendly firms face unique challenges during

economic downturns, they also exhibit a degree of resilience due to stronger internal practices

and values that promote sustainability and social responsibility. This resilience not only

benefits environmental outcomes but also helps maintain employee performance and morale

during challenging times.

Overall, the cluster of studies on workplace performance emphasizes the importance of

creating supportive, inclusive, and empowering work environments. Factors like abusive

supervision, workplace ostracism, and job insecurity can significantly hinder performance,

while positive interventions like mindfulness, high-performance work practices, and fostering

a sense of community can greatly enhance it. These insights are crucial for hospitality firms

aiming to improve both employee well-being and overall service performance.

Cluster #3: Pro-environmental Adoption

The cluster of Pro-environmental Adoption focuses on understanding the behaviors,

practices, and attitudes that promote sustainable actions, particularly in the context of tourism,

hospitality, and broader organizational settings. This body of research investigates how

individuals and organizations adopt environmentally conscious behaviors, driven by various

social, psychological, and organizational factors. One of the critical areas of research is the

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1191

influence of consumer behavior on environmental sustainability in tourism and hospitality,

exploring the theories and concepts that drive consumer choices towards more sustainable

options. Studies like "Consumer behavior and environmental sustainability in tourism and

hospitality: A review of theories, concepts, and latest research" (Han, 2021) offer insights into

how consumer preferences evolve in response to environmental concerns and the role of

hospitality businesses in catering to these demands. Similarly, "The role of social capital in

encouraging residents' pro-environmental behaviors in community-based ecotourism" (Liu et

al., 2014) highlights how community dynamics and social capital foster pro-environmental

behavior, emphasizing the importance of local relationships and collective efforts in promoting

sustainable tourism.

Adopting green practices at an organizational level is another prominent theme. Research

such as "An Empirical Study of Environmental Practices and Employee Ecological Behavior

in the Hotel Industry" (Chan et al., 2017) and "The role of green human resource management

in driving hotel's environmental performance: Interaction and mediation analysis" (Pham,

2021) focuses on how environmental practices are implemented within hospitality

organizations. These studies examine how internal policies, such as Green Human Resource

Management (GHRM), influence employee behavior and contribute to improved

environmental performance. The findings indicate that creating a green organizational climate

can significantly enhance the likelihood of employees engaging in pro-environmental behavior,

as explored in "Green organizational climates and employee pro-environmental behavior in

the hotel industry"(Zientara & Zamojska, 2018).

The motivations behind pro-environmental behavior also receive considerable attention.

For instance, "What Drives Employees' Intentions to Implement Green Practices in Hotels?

The Role of Knowledge, Awareness, Concern and Ecological Behaviour" (Chan et al., 2014)

delves into the psychological factors that encourage employees to participate in sustainability

efforts. Knowledge, awareness, and personal concern about environmental issues are shown to

be key drivers for ecological behavior. Additionally, studies like "Does Spiritual Leadership

Influence Hotel Employees' Voluntary Eco-Friendly Behavior? The Role of Harmonious Green

Passion and Nature Connectedness" (Sunhaji et al., 2023) explore how leadership styles that

emphasize spirituality and connectedness to nature can foster voluntary eco-friendly behaviors

among employees.

The cluster also includes research that emphasizes the role of innovative approaches in

fostering pro-environmental behavior. For instance, "A Study on Influence of Eco-Friendly

Technologies in Hospitality Industry" (Xess et al., 2021) investigates how introducing eco-

friendly technologies impacts both customer satisfaction and employee commitment to

sustainability in the hospitality sector. Another study, "The Longitudinal Effect of Digitally

Administered Feedback on the Eco-Driving Behavior of Company Car Drivers" (Goedertier et

al., 2023), highlights how digital tools and feedback can sustain environmentally friendly

driving practices, demonstrating how technology can act as a continuous motivator for pro-

environmental behavior.

Furthermore, studies like "Toward a More Sustainable Environment: Understanding Why

and When Green Training Promotes Employees' Eco-Friendly Behaviors Outside of Work"

(Usman et al., 2023) provide a broader perspective by analyzing how workplace training can

influence employees' environmental behaviors beyond the workplace. This finding is supported

by "From Green Inclusive Leadership to Green Organizational Citizenship", which explores

how leadership practices that include sustainability aspects can cultivate a culture of

environmental stewardship within organizations.

In summary, the Pro-environmental Adoption cluster emphasizes a wide range of factors

influencing the adoption of green behaviors, from consumer preferences and community

involvement to organizational practices and leadership styles. It underlines the importance of

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1192

awareness, motivation, and supportive environments in fostering a sustainable culture. As

organizations and individuals strive for greater sustainability, understanding these dynamics

can guide more effective interventions and policies that promote ecological responsibility.

Employee Outcomes

The research under "Employee Outcomes" focuses on understanding various factors that

influence employees' experiences, satisfaction, and overall well-being within the hospitality

industry. A consistent theme across the studies is how workplace attributes, activities, family-

work balance, and external perceptions, like corporate social responsibility, impact employee

outcomes in both positive and challenging ways. First of all, Determinants and Impacts of

Quality Attributes on Guest Perceptions in Norwegian Green Hotels (Ali et al., 2023) highlights

the importance of quality attributes, not only for customer satisfaction but also in affecting

employee morale and outcomes indirectly. By aligning employee practices with guest

expectations in green hotels, a favorable work environment is cultivated, contributing to

positive employee engagement and well-being. This alignment helps employees derive

meaning from their roles, leading to enhanced job satisfaction and commitment to sustainability

practices.

Then Fun activities at work: Do they matter to hospitality employees? (Becker & Tews,

2016) explores how incorporating fun activities into the work environment positively impacts

hospitality employees. The findings show that having enjoyable elements at work can foster a

more cohesive and engaged workforce. Such activities contribute to building a positive

organizational culture, which enhances employee satisfaction and reduces turnover rates.

Employees who enjoy their workplace tend to be more motivated and demonstrate greater

loyalty towards their employer.

Then, Enhancing Work–Family Balance Research in Family Businesses (Stafford &

Tews, 2009) emphasizes the role of work-family balance in shaping employee outcomes,

especially in family-owned hospitality businesses. Balancing professional and personal lives is

crucial for reducing stress and increasing overall job satisfaction among employees. The study

reveals that when employers recognize and support the work-family needs of their staff,

employees are more likely to exhibit improved performance and greater loyalty to the company.

After that, When Distress Hits Home: The Role of Contextual Factors and Psychological

Distress in Predicting Employees’ Responses to Abusive Supervision (Restubog et al., 2011)

delves into the negative impacts of abusive supervision on employees' mental health and

behaviors. Psychological distress, when coupled with an unsupportive work environment, can

lead to adverse outcomes such as disengagement, decreased productivity, and negative coping

mechanisms. Understanding these factors is essential for organizations aiming to foster a

healthy work environment that minimizes stress and prevents detrimental employee outcomes.

Perceived Corporate Social Responsibility's Impact on the Well-being and Supportive

Green Behaviors of Hotel Employees (L. Su & Swanson, 2019) examines how employees'

perceptions of their organization's commitment to social responsibility influence their own

well-being and behaviors. The findings suggest that when employees perceive their

organization as being genuinely committed to social and environmental causes, it positively

affects their morale, well-being, and propensity to engage in green behaviors. Employees feel

a stronger connection to their employer's mission and are motivated to contribute positively to

the organization's sustainability efforts.

The studies in this cluster emphasize the multifaceted nature of employee outcomes in

the hospitality sector. Positive organizational practices, such as fostering work-family balance,

promoting fun activities, and maintaining a commitment to social responsibility, have been

shown to significantly improve employee well-being, satisfaction, and loyalty. Conversely,

negative experiences, such as abusive supervision, can lead to detrimental effects on employee

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1193

health and engagement. Understanding these dynamics is crucial for organizations seeking to

create supportive environments that foster positive employee outcomes.

To effectively frame the thematic clusters identified through our bibliometric review of

"Employee Pro-environmental Behavior" from 2000 to 2024, the study started by presenting

the bibliometric analysis results. The analysis, based on data from the Web of Science (WoS)

and utilizing tools, VOSviewer, identified significant trends and influential contributions in the

field. The bibliometric analysis reveals a substantial increase in academic interest in topics

related to Green Human Resource Management (HRM) and Pro-environmental Behaviors,

particularly within the hospitality and tourism sectors. Specifically, the analysis identifies that

a significant proportion of the research comes from countries such as the USA and China, which

have played a key role in advancing the understanding of employee-driven environmental

initiatives. Moreover, prominent institutions such as Hong Kong Polytechnic University and

Eastern Mediterranean University are leading in terms of research output, contributing

numerous studies that have shaped current practices and knowledge in this domain.

The co-occurrence analysis highlights four main clusters of research themes: Influenced

Factors, Workplace Performance, Pro-environmental Adoption, and Employee Outcomes.

Each of these clusters represents a significant research focus that has contributed to a nuanced

understanding of how employee behavior can support environmental sustainability in

organizations, particularly within hospitality settings. Importantly, the thematic focus has

evolved over time, with earlier studies predominantly addressing influenced factors and

workplace performance, whereas more recent research has emphasized pro-environmental

adoption and employee outcomes.

Overall, the bibliometric findings provide a comprehensive overview of the leading

journals, authors, institutions, and countries driving the research on employee pro-

environmental behavior. Key authors such as Osman M. Karatepe and Heesup Han are

frequently cited and have a strong influence in shaping this research area. The analysis also

underscores the significant contributions of journals like International Journal of Hospitality

Management and Journal of Sustainable Tourism, which feature a considerable number of

publications and citations on the subject.

This bibliometric overview helps establish the broader context in which our thematic

discussion is situated. It illustrates how scholarly interest has evolved and identifies the

influential contributions that have helped shape the current understanding of employee pro-

environmental behavior, especially in service-oriented industries like hospitality and tourism.

Moving forward, we will delve deeper into each of these clusters to explore their contributions

and implications for both academic research and practical applications.

The discussion integrates the findings from bibliometric analysis and content evaluation

to explore the key research themes in employee pro-environmental behavior within the

hospitality industry. The bibliometric analysis identified four primary research clusters: (1)

Influenced Factors, (2) Workplace Performance, (3) Pro-environmental Adoption, and (4)

Employee Outcomes. Detailed content analysis of each cluster further revealed several

subthemes within them.

Within the Influenced Factors cluster, subthemes emerged around topics such as the

impact of Green Human Resource Management (HRM) on employee eco-friendly behaviors,

Corporate Social Responsibility (CSR), and the influence of organizational leadership and

environmental policies. These studies focused on how strategic HRM practices and corporate

policies drive employee engagement and sustainable behavior. Key subtopics include the role

of CSR as a motivational factor, psychological ownership in facilitating green behavior, and

the impact of green talent management in boosting environmental performance.

The Workplace Performance cluster revolves around themes like emotional exhaustion,

mindfulness, and engagement. Specific subtopics emerged concerning the effects of workplace

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1194

conditions, such as abusive supervision, job insecurity, and incivility, on employees’ pro-

environmental behavior and overall performance. The content analysis highlights the

importance of supportive environments in enhancing employee productivity and well-being,

which directly impact their capacity to engage in green behaviors. Subtopics also addressed

resilience-building and interventions like mindfulness that aim to alleviate stress and improve

work engagement.

In the Pro-environmental Adoption cluster, research focused on various dimensions of

environmentally friendly practices and their adoption in the hospitality sector. Subthemes

included green consumption values, leadership initiatives for sustainability, and organizational

climates that foster pro-environmental behaviors. Content analysis highlighted studies on

community-based ecotourism, the role of green leadership, and employee ecological behavior

as pivotal aspects influencing the adoption of green practices. Specific focus areas also include

training initiatives to boost pro-environmental behaviors and the role of green climates in

enhancing employee participation in sustainability.

The Employee Outcomes cluster emphasizes the impact of green initiatives on employee

well-being and performance. Subthemes include the relationship between CSR and employee

well-being, fun activities at work as an engagement strategy, and the importance of work-life

balance in enhancing job satisfaction. Detailed analysis shows how green HRM practices

contribute to improved employee motivation, well-being, and ecological behavior. Additional

subtopics highlight the role of perceived CSR in promoting supportive green behaviors and

enhancing employee well-being as part of sustainability efforts.

This comprehensive integration of bibliometric insights into the content analysis of each

cluster provides an enriched understanding of the evolving research landscape in the hospitality

industry concerning employee pro-environmental behavior. It also emphasizes the growing

intersection between green practices and employee performance outcomes, establishing these

themes as critical areas of ongoing research.

Bibliometric insights provide an opportunity to explore how different research clusters

interconnect. For instance, the analysis reveals a significant relationship between the

Workplace Performance and Employee Outcomes clusters. These clusters are increasingly

linked through shared citations and co-authorships, indicating that the effect of managerial

practices on employee well-being and environmental performance is becoming a prominent

research theme. The findings suggest that elements such as abusive supervision, emotional

exhaustion, and work engagement have direct implications for employee outcomes, especially

when integrated with green HRM practices. This demonstrates a growing academic interest in

the intersection of employee wellness and environmental behavior, as evidenced by the

interconnectedness in the literature.

Moreover, temporal trends indicate an increasing number of publications related to Pro-

environmental Adoption over the past decade. This growing interest is directly aligned with

global climate goals and international environmental policies. Bibliometric data shows a surge

in keywords like “eco-friendly behavior,” “green leadership,” and “community involvement,”

especially in recent years. This trend underlines the hospitality industry's and researchers'

response to the global push for sustainability, reflecting how academic attention has pivoted to

support broader environmental initiatives.

The bibliometric analysis also helps to highlight key gaps across the clusters, indicating

potential areas for future research. One notable gap is the lack of research focused on digital

technology adoption among employees, particularly when compared to the extensive coverage

of technology adoption by customers. This presents an opportunity to investigate how

technology use in the workplace could foster employee pro-environmental behavior, especially

in the context of hospitality where operational efficiency is critical.

Rayner Dillon Wibisono

, Septian Salim

Employee Pro-Environmental Behavior: A Bibliometric Review From 2000-2024

Journal of Indonesian Impressions (JII) Vol. 4, No. 3, March 2025 1195

Additionally, co-occurrence analysis reveals certain emerging terms with limited

coverage in current research. For instance, the role of spiritual leadership in promoting eco-

friendly behavior among employees is identified as an emerging but underexplored theme.

Given the potential impact of leadership styles on employee attitudes toward sustainability, this

area warrants further investigation. By focusing on emerging leadership strategies, future

studies can add valuable insights into how management can influence pro-environmental

behavior.

Another under-researched area is the direct influence of green organizational climates on

both employee well-being and customer satisfaction, as indicated by the relatively lower

frequency of these keywords. Future research could explore how fostering a green workplace

culture might simultaneously enhance employee morale and meet the growing demand for

sustainability from customers.

In conclusion, this discussion integrates bibliometric insights to provide a comprehensive

understanding of the identified thematic clusters. The bibliometric trends not only helped shape

and validate these clusters but also highlighted areas where research is thriving or lacking. The

Influenced Factors cluster establishes the foundational role of HRM and CSR in driving

sustainability, while Workplace Performance and Employee Outcomes demonstrate the

interplay between managerial practices and employee well-being. The Pro-environmental

Adoption cluster underscores the ongoing emphasis on sustainability initiatives across

industries.

By weaving bibliometric findings into the thematic analysis, the discussion offers a richer,

more credible exploration of each research theme. These insights not only validate the

significance of each cluster but also guide the future direction of research in this evolving field.

This holistic approach ensures that any future research recommendations are well-supported

by existing trends and gaps, enhancing the relevance of employee pro-environmental behavior

in both academic and practical applications.

CONLUSION

This study provided a comprehensive analysis of Employee Pro-environmental Behavior

through a combination of bibliometric and thematic analysis. Four distinct research clusters

were identified: Influenced Factors, Workplace Performance, Pro-environmental Adoption,

and Employee Outcomes. The bibliometric findings revealed significant trends, such as an

increasing focus on Green HRM, CSR, and employee well-being, particularly within the

hospitality industry. Relationships between clusters, such as those between Workplace

Performance and Employee Outcomes, highlighted the growing interest in managerial practices

and their impact on employee behaviors. The trends align with global sustainability goals,

underscoring the critical role of leadership, organizational culture, and environmental

initiatives. The identified gaps present opportunities for future research, particularly in

underexplored areas like technology adoption among employees and the role of spiritual

leadership. Overall, the study emphasizes the importance of employee behavior in achieving

sustainability goals and highlights areas where both academics and practitioners can focus their

efforts to enhance environmental performance.

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