The influence of anticipated pride and guilt on pro-environmental decision making.

The present research explores the relationship between anticipated emotions and pro-environmental decision making comparing two differently valenced emotions: anticipated pride and guilt. In an experimental design, we examined the causal effects of anticipated pride versus guilt on pro-environmental decision making and behavioral intentions by making anticipated emotions (i.e. pride and guilt) salient just prior to asking participants to make a series of environmental decisions. We find evidence that anticipating one's positive future emotional state from green action just prior to making an environmental decision leads to higher pro-environmental behavioral intentions compared to anticipating one's negative emotional state from inaction. This finding suggests a rethinking in the domain of environmental and climate change messaging, which has traditionally favored inducing negative emotions such as guilt to promote pro-environmental action. Furthermore, exploratory results comparing anticipated pride and guilt inductions to baseline behavior point toward a reactance eliciting effect of anticipated guilt

The influence of the immediate manager on the avoidance of non-green behaviors in the workplace: a three-wave moderated-mediation model

Although it has been recognized that employees regularly engage in non-green behaviors, little research has been conducted to explain how these behaviors may be avoided. Using data from a three-wave study, this study tested a moderated-mediation model in which trust in the immediate manager was expected to increase the indirect effect of supervisory support for the environment on non-green behaviors through employee environmental commitment. While the findings showed, as predicted, that exchange relationships with the immediate manager reduce the tendency of employees to engage in non-green behaviors, the indirect effect of supervisory support on non-green behaviors through employee environmental commitment was moderated at a low level of trust in the manager, contrary to predictions. Though unexpected, this result seems less surprising when discussed in the light of negotiated exchange, suggesting that employee efforts to avoid non-green behaviors need to be seen as the result of a deal between managers and subordinates. The findings of this study contribute to the emerging literature on social exchange in an environmental context and have implications for organizations seeking to achieve environmental sustainability