Chapter I

Introduction

Supervisory support is a fundamental factor in an organization, it helps the

company and the employees itself to be successful.  A leader with high supervisor
support is one that makes employees feel heard, valued, and cared about. There are
many roles of a supervisor like managing the workflow, training the new hired workers,
evaluating performance and many more. Also, supervisor support has a great influence
on employees’ environmental behavior. Organizations use human resource
management practices to promote pro-environmental behavior through workplace
especially in a manufacturing company that are focused about environment friendly
concept or green behavior and sustainability to overcome from environment pollution.
Environmental sustainability is an apparent discourse within organizational setting. In the
business and management spheres, environmental sustainability is synonymous with
corporate greening. Corporate greening is seen as one of the critical challenges faced
by present-day organizations.

The growing awareness of and regulations related to environmental sustainability

have invoked the concept of green human resource management in the search for
effective environmental management within organizations. Green Human Resource
Management research raises new, increasingly salient questions not yet studied in the
broader human resource management literature. Despite an expansion in the research
linking GHRM with various aspects of environmental management and overall
environmental performance,

Research in environmental sustainability shows consistently that supervisory

support plays a critical role in shaping the work context to create conditions that
favor employee eco-friendly behaviors so I made a research about the combined effect
of supervisory support, trust in supervisor and commitment to the supervisor for
predicting employees’ environmental behavior . The findings show first that employee
environmental behaviors are motivated by supervisory support, regardless of trust in
supervisor or commitment to the supervisor. The results also show that in the absence of
supervisory support, employees’ environment behavior is fostered by trust in supervisor
and commitment to the supervisor.

This research contributes to the literature by clarifying how supervisors can

encourage subordinates to behave in an eco-friendly way. This paper, seeking to better
understand research opportunities and advance theoretical and empirical development,
evaluates the emergent academic field with a narrative review. This review highlights an
urgent need for refined conceptualization and measurement of it and develops an
integrated model of the antecedents, consequences and contingencies related to green
human resource management.

Background of the study

Environmental sustainability has become one of the widely discussed issues in

the literature on corporate responsibility and business ethics in recent years. A popular
view is that business firms are expected to have a triple bottom line approach (Elkington,
2014) in the conduct of business, in order to become sustainable in the long run. While
sustainability in business has many forms, the current study focuses on one important
aspect of the triple bottom line approach to sustainability which is the firm's responsibility
towards the ecological or natural environment. The triple bottom line approach suggests
that firms need to incorporate into their overall strategic agenda not just the economic
gains but also the environmental dimensions of business (Masurel, 2017; Zwetsloot and
van Marrewijk, 2018).

As a matter of fact, some research managers with a good supervisory support in

the organization helps the employees to concern in their environment. On the other
hand, there are some employees who do not care and don’t involve themselves about
the environment and just focus on their work, in view of this, the new challenge for
human resource management practitioners is to generate, develop and maintain a green
workforce that demonstrates green behavior as individuals and as teams.

The remainder of the article is structured as follows. In the next section, is the
statement of the problem of the study, it will tackle about the demographic profile of the
respondents, the problem and potential of it. Next, will be the significance of the study,
whom the targeted audience can have a knowledge and can help them about the study.
Scope and delimitations and then, the operational definition of terms, where some
vocabulary and related words of the study will be defined. After that, the related studies
and literature, the conceptual framework is presented, and theoretical framework or
background is explained. Finally, the synthesis or relevance of the study and the paper
ends with conclusion.

This study aims to know the efficiency of supervisory support in aid for
employee’s environmental behavior and will contributes both to the industries especially
a manufacturing company and to employees. The objectives of this study is to be able to
know that supervisory support can really helps and boost the employees’ environment
behavior. To be able to formulate the most effective management techniques and
approaches to their employees.

Statement of the Problem

This study aims to evaluate and assessed the selected Manufacturing

Companies in Binan, Laguna. Specifically, it aims to answer the following questions:

1. Which of the following approaches is very useful to the management in promoting

environmental behavior of the employees?

1.1 Environmental Policy

1.2 Supervisory support behaviors

1.3 Company activity

1.4 Seminars

2. What are the factors that have an impact on pro-environmental behavior of employee
in the workplace?

2.1 Internal Factor

2.2 External Factor

3. How much does the supervisory support helps the environmental behavior of the
employees? How much is the impact of it in the manufacturing company?

4. What are the demographic profile of the respondents?

4.1 Age

4.2 Gender

4.3 Marital Status

Significance of the Study

The results of this study are important to different groups of people:

The companies especially manufacturing company will hand a basis for their
program development and for its decision-making that would be for the best. This would
be able to use the results and findings of this study to further enhance their practical
practices in skills to the active participation of employees on what ways will they
motivate them whether in the organization to be more efficient and interesting to the
environment.

The employees were given a chance to assess their skills towards this study to
further know the effectiveness of the program provided to them and also, an additional
knowledge to them as they evaluate their behavior towards the environment.

The future researchers can utilize the findings of the study for additional
information’s especially on the efficiency of supervisory support in manufacturing
companies as a tool to employee’s concern about the environment to the competence to
the inside and outside world where challenges and skills were shown and to handle the
struggles correctly.

The human resource management can utilize the results of this study for the
enhancement and the development of the policies that would serve as the best program
for the workers.

To the researchers, in doing this study, the researchers have gained skills and
knowledge that they can use in their future job. This paper can enlighten their thinking
with regards to the reality of life especially as we walk towards the path of the industry
world.

In terms of assessing the efficiency of supervisory supports, this study can

encourage them to be more aware of what practices or strategy they are dealing with.
Supervisor supports maintain their positive sides as well as participating it in a right way
and in right purpose. This study promotes greater efficiency of supervisory support for
employee’s environmental behavior.
Hypothesis

HO1- There is no significant relationship between the supervisory support and

employee’s environmental behavior in terms of their demographic profiles.

HO2- There is no significant relationship between the approaches Environmental

Policy, Supervisory support behaviors, Company activity and Seminars of the
management to employee’s environment behavior.

Scope and Delimitations of the Study

The general intent of this study is to know the effectiveness of supervisory

support in selected manufacturing companies in Binan, Laguna as a tool in employee’s
environmental behavior.

The study population comprise of selected manufacturing companies in Binan,

Laguna. The management and their employees will be the respondents of this research.
This will be conducted with limited amount of financial resources and time framework.

Operational Definitions of Terms

Aid- help, typically of a practical nature; assist, or support (someone or something) in

the achievement of something.

Approach- a way of dealing with something; typically, a proposal or request.

Environmental behaviour- the way in which one acts or conducts oneself, especially
towards the environment or surroundings.

GED- (General Environmental Duty) is a cornerstone of the new Environment Protection

Act and introduces a broadscale, positive obligation on a person who is engaging in an
activity to proactively prevent and minimize risks of harm to the environment and human
health from pollution and waste so far as reasonably practicable.

GHRM- (Green Human Resource Management) Department in an organization, Human

Resource that concerning about the environment internally and external.

Human resource management- is the department of a business organization that looks

after the hiring, management and firing of staff. HRM focuses on the function of people
within the business, ensuring best work practices are in place at all times.

Innovation- can refer to something new or to a change made to an existing product,

idea, or field.

Manufacturing- is the processing of raw materials or parts into finished goods through
the use of tools, human labor, machinery, and chemical processing. Large-
scale manufacturing allows for the mass production of goods using assembly line
processes and advanced technologies as core assets

Norms- something that is usual, typical, or standard.

Pro-active- serving to prepare for, intervene in, or control an expected occurrence or

situation, especially a negative or difficult one; anticipatory.
Pro-environmental behavior- behavior that consciously seeks to minimize the negative
impact of one's actions on the natural and built world can be adopted in workplaces
committed to effective workplace sustainability programs.

ProGED- (Promotion of Green Economic Development) is a programme that supports

the Philippines in mastering the challenge towards sustainable and inclusive growth.

Recycling- the process of converting waste materials into new materials and objects.

Reduction- the action or fact of making a specified thing smaller or less in amount,
degree, or size.

Supervisory support- the extent to which leaders value their employees’ contributions
and care about their well-being.

Waste management- or waste disposal, includes the activities and actions required to
manage waste from its inception to its final disposal. This includes the collection,
transport, treatment and disposal of waste, together with monitoring and regulation of the
waste management process.
Chapter 2

Review Related Literatures and Studies

This chapter presents the related literature that will provide information from what
I have gathered which has a relation to the study. This will also include a review of the
related studies about the efficiency of supervisor support as an aid for employee’s
environment behavior in a manufacturing company. Each author was introduced their
information about our study in every detail that shown below.

Foreign Studies

In general, all believe that environmental quality strongly depends on human

behaviors patterns. Many environmental problems create a threat to environmental
sustainability. According to Opatha (2015), activities and operations of organizations
have contributed to the current environmental problems being faced by each nation in
the world. They are global warming, urban air pollution, water shortages, environmental
noise, and loss of biodiversity. Many of these problems are rooted in human behaviour
(Du Nann Winter and Koger, 2015; Gardner and Stern, 2017; Vlekand Steg, 2017) and
can thus be managed by changing the relevant human behaviour which may lead to
reduce negative environmental impact. In an organizational context, in reducing or
eliminating the negative environmental impact of business organizations, employees are
playing a significant role in the form of their behaviour. This situation raised the question
of which factors have an impact on pro-environmental behaviour of employee in the
workplace and how this behaviour could be enhanced. The research field of pro-
environmental behaviour is emerged to investigate factors influencing on behaviour of
people in general as well as behaviour of employees in an organizational context (Blok,
Wesselink, Studynka and Kemp, 2015).

Human behavior plays a significant role in environmental pollution. Accordingly,

organizations and their employees also play an important role on constructing or
destructing the environment in which they operate. In this context, one approach to
reduce the negative impact and promoting positive environmental impact of
organizations on the environment is possible through understanding and promoting pro-
environmental behavior of employee, such as recycling, waste management, reduction
in energy consumption or any other behavior that consciously seeks to minimize the
negative impact of one’s actions on the environment. Basically, pro-environmental
behavior consciously seeks to minimize the negative impact of one’s action on the
natural and built world (Kollmuss and Agyeman, 2015). Stern (2017) observes that pro-
environmental behavior is initiated from an individual’s intention. Pro-environmental
behavior is described as one’s act to change the environment back to normal. Kaiser,
Doka, Hofststter, and Ranney (2016) mentioned that pro-environmental behaviour is a
special type of behavior of human, such as energy protection, mobility and
transportation, waste avoidance, consumerism, recycling, and more social behaviors
toward environmental protection. Employee pro-environmental behaviour has been
described “as a broad set of environmentally responsible activities” (Graves, Sarkis and
Zhu, 2013, p. 81). Bissing Olson, Iyer, Fielding, and Zacher (2017) defined pro-
environmental behavior as the extent to which employees complete their required work
tasks in environmentally friendly ways. They also pointed out that it is the extent to which
employees take initiative to engage in environmentally friendly behavior that moves
beyond the field of their required work tasks. Pro-environmental behavior reflects
behaviour that harms the environment as little as possible or even benefits it. Thus far,
little is known about environmental behavior at work and which factors motivate such
behavior in the workplace. As encouraging pro-environmental behavior at the workplace
can result in a significant reduction in environmental problems, it is important to better
understand which factors affect pro-environmental behavior at work.

Robertson and Barling (2016) found that leader’s environmental descriptive

norms, leadership and pro-environmental behavior played an important role in the
greening of organizations. Their study showed that the leaders influence their employees
in the workplace by sharing values, inspirational motivation, intellectual stimulation, and
establishing a relationship with their employees. Based on the several literature reviews
on external factors, it is expected that situational factors are positively related to
proenvironmental behavior in the workplace. Furthermore, it is expected that
proenvironmental behavior by leaders and leadership support are positively related to
pro-environmental behavior in the workplace. Cantor, Morrow and Montabon (2017)
demonstrated that leadership support for environmental initiatives leads to enhanced
perceptions for respective organizational support. Importantly, at an organizational level,
Ones and Dilchert (2016) noted that managerial support and commitment comprises
significant facilitators of pro-environmentally sustainable practices. Likewise, Zutshi and
Sohal (2018) stressed that top management support results in augmenting employees’
commitment to environmental initiatives. Also, prior studies Daily, Bishop and
Govindarajulu (2016), Lulfs and Hahn (2018), Ramus and Steger (2015) have
substantially argued that supervisor support positively contributes to employees’ pro-
environmental behavior. Thus, literature review sufficiently reveals that the internal and
external factors have an impact on pro-environmental behavior in the workplace.

Foreign Literature

A tourist organization’s green sustainability can be achieved not only through its
employees’ environmental activities but also through their green recovery behavior
performed to resolve or recover environmentally unfriendly actions in their tourist
services. The primary aim of our research is to investigate the role of green human
resource (HR) practices (training, empowerment and rewarding for pro-environmental
behaviors) in fostering employees’ green recovery performance. Participants recruited
for this study comprised frontline employees and their supervisors from tour companies
based in Ho Chi Minh City, Vietnam. The research results provided support for the
mediation role of employee environmental commitment for the positive effects of green
HR practices on employee's green recovery performance. Moreover, serving culture was
found to play a moderating role to strengthen the impacts of green HR practices on
employee environmental commitment as well as for the effect of employee environment
commitment on their green recovery performance (Journal of Sustainable Tourism,
volume 26,issue 8, 2018).

Adopting green practices isn't just good for the environment. It's good for the
employees and it's good for the bottom line. Employees in such green firms are more
motivated, receive more training, and benefit from better interpersonal relationships. The
employees at green companies are therefore more productive than employees in more
conventional firms. According to Professor Magali Delmas (2016), green certifications
should be used by managers to increase productivity, by potential employees as a sign
of a better work environment, and by investors as an indicator of good management
practices, Delmas said. Previous research has already shown that sustainable business
practices can result in cost-efficiencies, but Delmas and Pekovic are the first to explore
the link to labor productivity. "It's a counterpoint to people thinking that environmental
practices are detrimental to the firm," Delmas said. "Green practices make a company
more attractive because so many employees want to work for a company that is green,
but we also argue in this paper that it's more than just wanting to work there—it's
working more." (phys.org, 2016)

Local Studies

Concerning about the environment means a lot to the Filipino workers. According
to Irish Lia de Guzman, 2018, Sixty-three percent of the participants mentioned the work
environment to describe great workplaces. Subthemes for this predictor include having
complete tools and facilities, up-to-date technology, a conducive and comfortable work
environment, a work environment that considers employee health and safety, and
proximity. In terms of tools and facilities, one of the interviewees shared, “a good place
to work is a place where employees are well equipped with the tools they need.”
Meanwhile, others mentioned the importance of an environment conducive for working,
“Dapat conducive ang environment. “Malinis, lagging ino-observe ang good
housekeeping, iyong 5S” (The environment must be conducive. It should be clean. Good
housekeeping is always observed, like the 5S).

Despite the core intuition that human resources matter, the role of Green Human
Resource Management in an organization’s EM system remains ambiguous. The current
conceptualizations of GHRM vis-à-vis EM is dominated by two schools of thought, which
in turn influence the nature and focus of the research questions being addressed. As
theorized by Taylor, Osland, and Egri (2015), HRM plays a dual role within
environmental sustainability. First, HRM operates as a means to affect environment-
driven changes and the GHRM concept is thus often treated as an HRM aspect of EM
(Jabbour, 2016; Renwick et al., 2015). This is the de facto, leading conceptualization,
based on early academic contributions linking the fields of EM and HRM. Research that
adopts this view focuses primarily on understanding the adoption and S. Ren et al.
Author's personal copy potential benefits of one or more specific HRM practices as
organizations strive toward improving their environmental performance (e.g., Jabbour,
Santos, & Nagano, 2016; Zibarras & Coan, 2015). Consequently, recruitment,
performance management, training and development, and compensation are the most
widely investigated HRM functions in the GHRM literature (Renwick et al., 2014).

Local Literature

The manufacturing sector of the Philippines is challenged to significantly

strengthen its competitiveness in order to be prepared for the challenges lying ahead.
Seeing the worldwide dynamics of industrial development and the integration process of
the ASEAN Economic Community, it becomes obvious that the manufacturing industry
needs to successfully position itself as a globally competitive industry on domestic,
regional and global markets. Asia’s economies and their businesses are increasingly
becoming main drivers for Green Economic Development (GED) worldwide. It is obvious
that the manufacturing industry of the Philippines is challenged to be responsive and
proactive to this worldwide trend. Already today, the business community sees in the
overuse of natural resources and the impacts of climate change a key challenge to do
business successfully and to ensure its long-term economic growth perspective. In a
common effort, industry and government in the Philippines have launched an initiative, in
which sectoral road maps have been elaborated and submitted to the Department of
Trade and Industry and the Board of Investments. The so-called Road Map Process is a
unique opportunity to define a well-focused stimulation and promotion for an industry
driven GED that is integral part of a modernization and innovation process of the
economy of the Philippines. Within the industry sectors, each company must elaborate
and implement their own strategy to unleash the specific market potential for products
and service delivery (Dr. Bernd Gutterer, ProGED, 2017). Public policies on regulation,
subsidies, incentives and information have a central role to play for the green
modernization of the industry. Green investment from both the public side and the
private side is an investment for immediate returns and for the future. Worldwide
experiences show that without a forceful and coordinated set of actions that removes
barriers and sets favorable framework conditions, it is unlikely that even the most
economically beneficial options would overcome a short-term sighted ”Buy-the-
Cheapest“ or “Business-as-Usual” attitude. In cooperation with other government
entities, the BOI and DTI should contribute to setting framework conditions and to
building up capacities that support a paradigm shift towards an innovation process that
results in competitiveness, good environmental performance, climate change resilience
and job creation.

The Philippines aim at strengthening the competitiveness of its companies in

order to generate sustainable wealth and reduce poverty. The required structural
changes in the manufacturing industry are very demanding. Bearing in mind the
worldwide dynamics of industrial development and the integration process of the ASEAN
Economic Community, it becomes obvious that the manufacturing industry in the
Philippines needs to successfully position itself as a globally competitive industry on
domestic, regional and global markets. The industry and government have jointly
launched an initiative in which sectoral road maps have been elaborated and submitted
to the Department of Trade and Industry and Board of Investments. The implementation
of these roadmaps will be private sector led while the government acts as facilitator. By
creating an adequate environment and by strengthening industries, the government can
promote the success of domestic firms, in both the local and international markets,
leading to economic transformation. Any industry road map that does not address the
use of natural resources, environmental concerns and the challenges deriving from
climate change would be necessarily incomplete. “Environment” and “Green Economic
Development” have internationally become integrated elements of business practice and
business relations during the last decades. In the Philippines, the overuse of natural
resources is increasingly becoming a risk to do business successfully. Environment has
become a key factor of the systemic competitiveness of industry. (Dr. Bernd Gutterer,
ProGed, 2017)
Conceptual Framework

INPUT PROCESS OUTPUT

1. Approaches that are Result of the

very useful to the Study:
management in
promoting
1. Survey Determine the
environmental behavior
effectiveness of
of the employees.
Questionnaire supervisory
2. Factors that have an support of the
impact on pro- management as an
2. Related aid for employee’s
environmental behavior
Literature environmental in
of employee in the
and Studies selected
workplace.
manufacturing
3. Evaluating the companies in
supervisory support that Binan, Laguna and
suggests more
helps the environmental
programs or
behavior of the
approaches that
employees and the
will effectively
impact of it in the
make the
manufacturing organizations
company. improve their
systems.
4. Demographic profile
of the respondents.

Figure 1 illustrates the input, process and output.

Under the input variables, it is consists of the effectivity to environment behavior

that are mostly gained by the employee’s in a manufacturing company through the
supervisory support. The process of system approach focused on administering the
Survey Questionnaire and Related Literature and Studies of input variables to test the
output and to determine the efficiency of supervisory support as an aid in employee’s
environmental behavior and suggests more programs that will effectively make the
organizations improve their systems.
Theoretical Framework

Attempts at investigating and understanding environmental behavior in different

contexts have resulted in diverse theories. Each theory’s shortcoming is due to the
narrow focus on some elements as key predictors of behavior, failing to present a
multidimensional and robust measurement of environmental behavior. 

The literature indicates that employees who experience positive exchanges with
their supervisor in terms of support are more likely to experience interpersonal
attachment (Stinglhamber & Vandenberghe, 2015), and in turn to demonstrate valued
outcomes, including extra-role behaviors that transcends the organizational boundary to
reach the natural environment (Gkorezis, 2015). According to Ramus (2017), a
supervisor can support his or her subordinates by encouraging new ideas, sharing
critical information, and praising personal initiatives.

Following Ramus and Killmer (2017), eco-initiatives were construed as socially

responsible change-oriented or behavior that is voluntary and intended to make
organizational practices more sustainable. In contrast with recent research (Gkorezis,
2015;Lamm et al., 2016;Paill et al., 2016), the findings show that social exchanges with
the organization and with the supervisor are not linked to eco-initiatives, at least not
directly, when controlled for social exchange with the coworkers. However, the quality of
peer relationships was found to mediate influences of the broader social and
psychological context represented by the organization.

The cause-effect relationship between environmental policy and employee

engagement in environmental activities has shown in a number of studies. Ramus &
Sterger (2017) used environmental policy as the proxy for organizational encouragement
to test whether, if employees perceived a strong signal from an organizational policy, the
perceptions of organizational commitment positively affected their willingness to promote
eco- initiatives. Researchers have clearly recognized the role of supervisory support
behaviors in employees' willingness to promote eco-initiatives (Davis, 2016: Fussler,
2016; Ramus & Sterger, 2017). Especially, based on previous studies, Campbell &
Cairns (2014) identified the relationship between supervisory support behaviors and
employee willingness to promote self-described environmental initiatives in six important
areas of innovation, competence building, communication, information dissemination,
rewards and recognition, measurable goals and responsibilities.

The figure below are some theories of Ramus and Steger (2017) that the
environmental policies will influence on employee willingness to promote eco-initiatives.
Supervisory support behaviors thus encourage employees’ innovation, communication,
competence building, information dissemination, using reward and recognition and by
managing goals and responsibilities will influence on employee willingness to promotoe
eco-initiatives.
Figure 2. Factors that affects employee willingness to promote eco-initiatives.

From all of the above

arguments, the hypothesis 2
was proposed:
Hypothesis 2a: Supervisory
support behaviors that
encourage employees’
innovation will influence on
employee willingness to
promote eco-initiatives.
Hypothesis 2b: Supervisory
support behaviors that
encourage employees’
competence building will
influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2c: Supervisory
support behaviors that
encourage employees’
communication will influence
on employee willingness to
promote eco-initiatives.
Hypothesis 2d: Supervisory
support behaviors that
encourage employees’
information dissemination
will influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2e: Supervisory
support behaviors that
encourage employees using
rewards and recognition will
influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2f: Supervisory
support behaviors that
encourage employees by
managing goals and
responsibilities will influence
on employee willingness to
promote
eco-initiatives.
From all of the above
arguments, the hypothesis 2
was proposed:
Hypothesis 2a: Supervisory
support behaviors that
encourage employees’
innovation will influence on
employee willingness to
promote eco-initiatives.
Hypothesis 2b: Supervisory
support behaviors that
encourage employees’
competence building will
influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2c: Supervisory
support behaviors that
encourage employees’
communication will influence
on employee willingness to
promote eco-initiatives.
Hypothesis 2d: Supervisory
support behaviors that
encourage employees’
information dissemination
will influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2e: Supervisory
support behaviors that
encourage employees using
rewards and recognition will
influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2f: Supervisory
support behaviors that
encourage employees by
managing goals and
responsibilities will influence
on employee willingness to
promote
eco-initiatives.
From all of the above
arguments, the hypothesis 2
was proposed:
Hypothesis 2a: Supervisory
support behaviors that
encourage employees’
innovation will influence on
employee willingness to
promote eco-initiatives.
Hypothesis 2b: Supervisory
support behaviors that
encourage employees’
competence building will
influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2c: Supervisory
support behaviors that
encourage employees’
communication will influence
on employee willingness to
promote eco-initiatives.
Hypothesis 2d: Supervisory
support behaviors that
encourage employees’
information dissemination
will influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2e: Supervisory
support behaviors that
encourage employees using
rewards and recognition will
influence on employee
willingness to promote eco-
initiatives.
Hypothesis 2f: Supervisory
support behaviors that
encourage employees by
managing goals and
responsibilities will influence
on employee willingness to
promote
eco-initiatives
Synthesis of the Study

Supervisors can be a key influence on what employees will be on work and the
list of outcomes associated with supervisor continues to grow. Worker’s experience in
related activities about their interests in environment build their aspirations better on their
future job success. The related literatures of Foreign and Local helps the researcher find
an accurate information about the past and present studies of the topic.

Foreign studies emphasize the positive impacts of involvement of supervisor in

employee’s environment behavior. It makes every worker’s physicality engaged in their
surroundings as that human behavior is the responsible for environmental and
organizational changes. In the gathered information in the foreign studies, “Accordingly,
organizations and their employees also play an important role on constructing or
destructing the environment in which they operate. In this context, one approach to
reduce the negative impact and promoting positive environmental impact of
organizations on the environment is possible through understanding and promoting pro-
environmental behaviour of employee, such as recycling, waste management, reduction
in energy consumption or any other behaviour that consciously seeks to minimize the
negative impact of one’s actions on the environment” (Kollmuss and Agyeman, 2015).
Basically, pro-environmental behaviour consciously seeks to minimize the negative
impact of one’s action on the natural and built world. Local studies says that, regarding
organizational enablers of GHRM, Dubois and Dubois (2014) identified five elements
that help to embed environmental sustainability in HRM design and implementation-
leadership, strategy, organizational culture, structure, and reporting activities. These
elements serve as proximal contextual cues to employees about the urgency, value, and
necessity of GHRM. Additionally, research on corporate environmentalism also suggests
the importance of organizational conditions as motivators of pro-environment initiatives
like GHRM.

Therefore, both studies signify the companies especially manufacturing industry

have great influence as the betterment of the employee’s environmental behavior
through the supervisory support they are showcasing in the way of involving themselves
in such events. Both studies set forth that it is effective to participate, for them to learn
how to be committed, responsible, accountable, and build their passion to the
environment. Interacting with other people with the same interest as every individual do
is an advantage to simulate the tactics of other companion and apply it into employee’s
environmental skill development.

This study assures that in terms of supervisory support, employees will be more
prudent in life taking environmental behavior not just in their work or company but also
for them to maintain the surroundings clean and protect the mother nature.
Chapter 3

Research Methodology

This chapter contains the research methodology, research design, research

locale, sources of data, respondents of the study, instrumentation and validation, data
gathering procedure and statistical treatment of data.

QUANTITATIVE RESEARCH DESIGN

This research study were used a descriptive research. According to Joppe (2003):

Descriptive research provides data about the population or universe being

studied. It describes who, what, where and how of a question, not what caused it.
Descriptive research often used when the objective is to gather systematic descriptions
that is true, factual and accurate as possible. It provides the number of times something
occurs, or frequency, which lends itself to the statistical calculations such as determining
the number of occurrences or central tendencies

The structure of the research is to gather facts from both past and present
conditions of the Supervisory Support in accordance with employee’s environmental
behavior specifically in the country. Emphasizing the current data gathered from the
related literature and studies from both the past and present. Consequently, this study
got the inspiration for researchers to know and to analyze the current impact of culture
and knowledge to each company particularly to the program of manufacturing
companies in Binan, Laguna. However, this method is used to research management
and employees in the manufacturing company only. The result of the study covers
attitudes of the people and events, situations, and data from the selected respondents to
formulate rational answers and recommendations for the study.

Source of Data
The researchers used primary and secondary source of data. The responses of
respondents to the survey questionnaires will serve as the primary data and related
information from books, thesis journals and online information from internet as the
secondary data.

Respondents of the Study

The respondents of this study were the selected management and employees
whose working in the manufacturing companies in Binan, Laguna. Stratified sampling
technique is used in this study which formed the selected respondents.

Research Locale

The study were indicated at Manufacturing companies in Binan, Laguna. The

research will be choosing for the said study of selected managements and employees.
Instrumentation and Validation

The survey questionnaire is the main data gathering instrument of the study. It
has one set of questionnaires and it is for the managements and employees of the said
manufacturing companies.

For the 1st part of questionnaires, the researcher’s respondents were asked to
rate the approaches of the supervisory support behaviors that encourage in your
willingness to promote eco-initiatives. In the 2nd part, respondents were asked regarding
the impacts of supervisory support in environmental behavior of the employees and the
impact of it in the company, it also includes the internal and external factors that have
affect the pro-environmental behavior of employees in the workplace and in the 3rd part
are a set of questionnaires where the respondents must encircle the approaches that is
most useful and least useful to the management in promoting environmental behavior of
the employees.

Evaluation of the Environmental behavior of employees in a manufacturing

company in Binan, Laguna was centred on the behaviors and approaches of the
supervisor or the management.

The respondents were tested to give their evaluation on each specific value from
numbers 1 to 5, in accordance with following likert scale below:

Data Gathering Procedures

The survey questionnaire and observations were used to gather certain data’s
from Manufacturing Companies in Binan, Laguna in the selected employees and
management. This method is made essentially to gather quantitative information and
assessed existing conditions to the efficiency of Supervisory Support as an Aid for
Employee’s Environmental Behavior in selected Manufacturing companies.

Statistical fx of Data

The following statistical tools by the researcher in interpreting, computing and

analysing the data gathered from the questionnaire with the corresponding quantitative.

For the problem number 1 to 3 question, the researcher will use the ff.:

f
P= x 100
n

P = percentage rating computed

f = frequency of respondents
n = total no. of respondents

Percentage Method. The author used this to come up with the exact number of
respondents and determine the percentage of respondents. This was used to compare
the frequency of responses with the total number of responses.
 For problem number 1 to 3 question, to measure the attitudes of the students,
Likert Method of management scale is to be utilized as follows:

For further interpretation, the likert scale below will be used.

WEIGHT SCALE INTERPRETATION

5 – Strongly Agree 4.5 - 5.0 5 4 3 2 1

4 - Agree 3.5 - 4.49 5 4 3 2 1

3 - Neutral 2.5 – 3.49 5 4 3 2 1

2 - Disagree 1.5 – 2.49 5 4 3 2 1

1 – Strongly Disagree below 1.5 5 4 3 2 1

5 ( x 1 ) +4 ( x2 ) +3 ( x 3 ) +2 ( x 4 ) +1(x 5 )
WM=
x 1 + x2 + x 3 + x 4 + x 5

Ethical Consideration
All the respondents of the study are in voluntary basis. They are willing to be
interviewed and become part of the study. The identities of the respondents are highly
confidential. The researcher assures them the utmost confidentiality of their profile. All
the recordings will be erased after the researcher encoded the data. Most of the
resources are from the internet and permissioned from some author were not sought but
to address this issue, all the sources are properly acknowledging the reference section
of this study.
References

Trong Tuan Luu (2018) Employees’ green recovery performance: the roles of green HR

practices and serving culture, Journal of Sustainable Tourism, 26:8, 1308-
1324, DOI: 10.1080/09669582.2018.1443113

2018. Journal of Sustainable Tourism, volume 26, issue 8.

Yoshi Takahashi, Tuyet-Mai Nguyen, Nham Tuan (2014). The Roles of Supervisory
Support Behaviors and Environmental Policy in Employee "Eco-initiatives" at Manufacturing
Companies in Vietnam. Journal of Economics Development, 221.

Dr. Bernd Gutterer, ProGed, 2017

Shuang Ren, Guiyao Tang & Susan Jackson (2017). Green Human Resource
Management Research in Emergence: A Review and Future Directions. Asia Pacific
Journal of Management, 32(1), 0217-4561. Retrieved October 29, 2020, from
https://smlr.rutgers.edu

Ramus, C., & Steger, U. (2015). The Roles of Supervisory Support Behaviors and
Environmental Policy in Employee "Ecoinitiatives" at Leading-Edge European
Companies. The Academy of Management Journal, 43(4), 605-626. Retrieved November 7,
2020, from http://www.jstor.org/stable/1556357

https://phys.org/news/2012-09-employees-green-companies-significantly-productive.html

Banwo, A.O., Du, J. (2019). Workplace pro-environmental behaviors in small and

medium-sized enterprises: an employee level analysis. J Glob Entrepr Res 9, 34.
https://doi.org/10.1186/s40497-019-0156-4

Weerarathna, Ranita & Jayarathna, Dinethni Yasodara & Pintoe, Ann. (2017). Employee
Green Behavior: A Case in Manufacturing & Service Sector in Sri Lanka. International
Journal of Academic Research in Business and Social Sciences, 7, 1095-1106

https://www.researchgate.net/publication/322675338_Employee_Green_Behavior_A_Ca
se_in_Manufacturing_Service_Sector_in_Sri_Lanka/citation/download

Raineri, Nicolas & Mejia- Morales, Jorge & Francouer, Virginie & Paille, Pascal (2016).
Employee Eco-initiatives and the Workplace Social Exhange Network. European
Management Journal, 34(47-58)

file:///C:/Users/windows/Downloads/sustainability-10-00271.pdf

https://ici.umn.edu/products/docs/Staff_Recruitment_book/Ch_11.pdf

Roxas, Hernan Banjo & Chadee, Doren (2014). Environmental Sustainability Orientation
amd Financial Resources of Small Manufacturing Firms in the Philippines. Social
Responsibility Journal, 8 (208-226). Retrieved October 28, 2020 from
https://www.researchgate.net/publication/235301871_Environmental_sustainability_orie
ntation_and_financial_resources_of_small_manufacturing_firms_in_the_Philippines
 The Efficiency of Supervisory Support as an Aid for

Employee’s Environmental Behavior in Selected

Manufacturing Company in Binan, Laguna

Questionnaires

Company Name:

Name of the respondent (optional):

Age:

Gender:

Marital Status:

Position in the company:

Direction: Rate the preferred answer in the following questions.

Strongly Agree Neutral Disagree Strongly

Agree Disagree
1. The supervisory support
helps the environmental
behavior of the employees.

2. Pro-environmental
behavior of the employees
has a great impact in the
company?

3. Internal factor such as

social norms and personal
norms have an impact on
pro-environmental behavior
of employee in the
workplace?
4. The external factor have
an impact on pro-
environmental behavior of
employee in the
workplace?
 Direction: From the scale of 1-5, rate the given approaches of the supervisory support
behaviors that encourage in your willingness to promote eco-initiatives.

5- Most encouraged 3- Good encouragement

4- Better encouragement 2- Fair encouragement 1- Least encouraged

1 2 3 4 5

Approaches (Least (Fair (Good (Better (Most

encouraged) encouragement) encouragement) encouragement) encouraged)

Competence
Building

Innovation

Communication

Information
Dissemination

Rewards and
Recognition

Management of
Goals and
Responsibilities
Direction: Encircle the prefer answer in the following questions.

1. What approach that is most useful to the management in promoting environmental

behavior of the employees?

a. Environmental Policy
b. Supervisory support behaviors
c. Company activity
d. Seminars

2. What approach that is the least useful to the management in promoting environmental
behavior of the employees?

a. Supervisory support behaviors

b. Seminars
c. Environmental Policy
d. Company activity

3. Does your company or management understands or addresses the issue of

sustainable development?

a. Yes

b. No

4. Is your company applies environmental considerations to purchasing decisions?

a. Yes

b. No

5. Did you applies the same environmental standards of your company at home and in
other places?

a. Yes

b. No

6. Does the company publishes an environmental policy?

a. Yes

b. No