Leading for green: the role of eco-centric leadership in shaping External organisational citizenship behaviour for the environment

Purpose This research examines how eco-centric leadership influences external organizational citizenship behavior for the environment through green human resource management (HRM) and environmental corporate social responsibility. Design/methodology/approach Data were gathered from 400 frontline employees across 45 manufacturing firms in Pakistan. Data were analyzed using partial least squares structural equation modeling to test the hypotheses. Findings Results indicate that green HRM and environmental corporate social responsibility mediate the positive relationship between eco-centric leadership and external environmental organizational citizenship behavior, encompassing their three dimensions: eco-initiative, eco-civic engagement, and eco-helping behaviors. Managerial discretion moderates the relationship between eco-centric leadership and green HRM, with the relationship being stronger when managerial discretion is higher. Furthermore, managerial discretion influences the indirect link between eco-centric leadership and external environmental organizational citizenship behaviors through green HRM and environmental corporate social responsibility (moderated mediation). Practical implications This study offers actionable insights for businesses seeking to develop environmentally responsible strategies through the implementation of green HRM initiatives and environmental corporate social responsibility initiatives. Originality/value This study provides new insights into how eco-centric leadership fosters external organizational citizenship behavior for the environment.