Workplace Well-Being in Manufacturing Organizations in Nigeria: Do Employee Green Behavior, Core Self-Evaluations and Empowering Leadership Matter?

Abstract

Introduction: Workplace well-being has become a key issue in organizational behavior literature because of the impact it has on various outcomes in the organization. A plethora of studies have explored well-being among employees across various work settings. However, little is known about the predictors of workplace well-being in manufacturing organizations. Thus, this study examined employee green behavior, core self-evaluation, and empowering leadership as predictors of workplace well-being. Methods: A cross-sectional study was carried out in the Apapa area of Lagos State, Nigeria. Data were collected from 201 employees working in manufacturing organizations using a systematic random sampling technique. Approval was obtained from the institutional ethical committee. Four standardized and psychometrically sound instruments (on a five-point Likert format) were used for collecting data while regression analysis was used in testing the hypotheses via the IBM-SPSS version 25. Results: The participants comprised 124(61.7%) males and 77(38.3%) females with a mean age of 31.43 years and a standard deviation of 5.87. The individual regression values indicated that the predictive relationship between employee green behavior and workplace well-being (R= .43, p < .01), core self-evaluations and workplace well-being (R= .14, p < .05), and empowering leadership and workplace well-being (R= .19, p < .01) were positive and statistically significant. Based on the dimensions of employee green behavior; green learning (B= .15, p < .01), individual practice, (B = .21, p < .01), and influencing others (B= .12, p < .01) significantly predicted workplace well-being. Conclusion: This study provides valuable contributions to occupational health literature by bringing to light new evidence linking employee green behavior, core self-evaluations, and empowering leadership to the experience of well-being at work. Hence, manufacturing organizations should encourage policies that offer rewards for green behavior, personal development, and managerial empowerment.