Background: Undoubtedly, human beings have different moral characteristics in terms of individual values ​ ​ that shape their behavior. So that the ethical or non-ethical behavior of individuals can lead to positive and negative consequences at the organizational level. The main purpose of this article is to identify the impact of moral potency on the green behavior of employees in the organization. Method: The research method was descriptive survey. The statistical population is all managers and employees to the Red Crescent of Chaharmahal and Bakhtiari province, consisting of 160 people and due to the limited statistical population, the counting method has been used. A questionnaire was used to collect information. The reliability of the questionnaire was confirmed by Cronbach's alpha method. Data were analyzed by using Friedman ranking test through SPSS 22 and Smart PLS 2. 0 software. Results: Findings indicate that ethical power with components of ethical ownership, ethical efficiency and ethical courage has a positive and significant effect on employees' green behavior with components of sustainable action, avoidance of harm, care, influence on others and initiative. The ranking results also show that with a 95% probability, there is a significant difference in the priority of the components of moral power. Conclusion: Ethical strength is an important and influential factor in the green behavior of employees. Ethical strength is an important and influential factor in the green behavior of employees. The following is suggested to develop the morale of employees; Holding ethical discourse sessions to learn about ethical problems, using ethical reasoning training techniques through case analysis, applying a reward system to encourage employees to engage in ethical behaviors such as responsibility, and employee participation in the organization's future goals.

Introduction:In previous research, scholars found that when interacting with leaders, employees' efforts to achieve balance and regulation are influenced by emotions, which mediate the relationship between movement regulation and employee happiness. Using resource conservation theory, this study will contribute to the literature in several ways. First, it adds to the body of knowledge on green behavior in the workplace by clarifying the role of leaders in promoting green behavior among their followers. Second, it investigates the underlying mechanism through which green leadership affects employees' green behavior via green attitudes and emotional exhaustion. Third, this study employs resource conservation theory to support the development of hypotheses regarding the direct, mediating, and moderating mechanisms by which green leadership and human resource management interactions influence employees' green behavior. Finally, the findings will provide new evidence and insights on green leadership, green human resource management, and their outcomes in the construction sector of emerging economies, which have not been extensively studied. Therefore, the aim of this research is to examine the impact of green leadership on employees' green behavior through green attitudes and green human resource management in manufacturing companies in Shahrekord. Materials and methods:This study is applied in nature and employs a descriptive correlational method for data collection. The statistical population comprises 660 employees working in manufacturing companies in Shahrekord, from which a sample was drawn. Given the limited size of the population, the sample size was determined to be 244 individuals using Cochran's formula. A stratified sampling method proportional to size was utilized. The research instruments included standard questionnaires: the green Leadership Scale by Su, et al. (2020), the green behavior Questionnaire by Block et al. (2015), the green Attitude Scale by Shah (2023), and the green Human Resource Management Questionnaire by Shah (2023). The validity of the questionnaires was assessed through expert opinions and feedback from a subset of the statistical population. Reliability was evaluated using Cronbach's alpha, yielding values of 0.90, 0.88, 0.77, and 0.90, respectively. To assess the validity of the content, the questionnaires were reviewed by experts and professors for localization before implementation. For face validity, the questionnaires were evaluated by 30 individuals from the statistical population, and after conceptual revisions, they were approved. In terms of construct validity, all items were analyzed using LISREL software, with fit indices above 0.90, indicating that the items are acceptable.Findings:The results indicated that green leadership has a positive and significant impact on employees' green behavior through green attitudes, with a coefficient of 0.76. Additionally, green leadership positively and significantly affects employees' green behavior through green human resource management, with a coefficient of 0.65. Furthermore, green leadership directly influences employees' green behavior, with a coefficient of 0.66.The findings also showed that the lower bound of the confidence interval for green attitudes, as a mediating variable between green leadership and employees' green behavior, is 0.770, while the upper bound is 0.110. The confidence level for this interval is 95%, with a bootstrap sample size of 5000. Since zero falls outside this confidence interval, the mediating relationship is significant; thus, green attitudes play a mediating role in the relationship between green leadership and employees' green behavior.Similarly, the lower bound of the confidence interval for green human resource management, as a mediating variable between green leadership and employees' green behavior, is 0.885, and the upper bound is 0.225. The confidence level for this interval is also 95%, with a bootstrap sample size of 5000. Again, since zero is outside this confidence interval, this mediating relationship is significant; therefore, green human resource management also serves as a mediating variable in the relationship between green leadership and employees' green behavior. Discussion and conclusion:This study aimed to investigate the impact of green leadership on employees' green behavior through green attitudes and green human resource management, with all hypotheses being confirmed. The findings align with previous research in this field (Afsar, Badir, & Kiani, 2016; Khan & Khan, 2021; Khan, 2023; Saleem et al., 2020; Zeng & Starik, 2017), which tested these relationships across various industries. However, the current study specifically focuses on manufacturing companies in Shahrekord.In interpreting the first hypothesis, it is noted that this is one of the first studies in management literature to measure the impact of green leadership style on employees' green behavior. It also aims to assess the mediating effects of employees' green attitudes and green human resource management on the relationship between green leadership and green behavior. While there is a substantial body of literature on leadership styles and green behavior in other industries (Afsar, Badir, & Kiani, 2016; Zeng & Starik, 2017), studies that integrate these three constructs are scarce.Ultimately, this research demonstrates that green leadership and green human resource management have both direct and indirect positive effects on employees' green behavior. This can assist researchers in gaining a better understanding of how two types of contextual factors related to green practices influence employees' green behavior, thereby enhancing scholars' knowledge regarding the formation processes of green behavior.Previous research has focused on the effects of leadership on employees' green behavior (Olorunsola & Alola, 2021; Khan & Khan, 2021) or the impact of green human resource management on employees' green behavior (Choudhary, 2020; Mishra, Sarkar, & Kiranmay, 2014). However, they have overlooked the combined effects of these two critical situational factors. The existing findings are insufficient to provide a comprehensive overview of "how to effectively encourage employees' green behavior." employees are not solely influenced by leadership behavior or human resource management; rather, their workplace behaviors are often affected by various resources in the work environment (Aburamadan, Kundi, & Farah, 2021).As a result, this study is the first to combine green leadership and green human resource management as organizational resources for employees when examining the mechanisms of inducing green behavior. The depth of understanding regarding the mechanisms of employees' green behavior is enhanced by exploring the combined effects of these two sources of green management on employees' green behavior.

Introduction: The purpose of this study was to investigate the impact of green Education on green Citizenship behavior with the moderating role of green Performance Management, green Creativity and green employee’ s Involvement in a hospital. Methods: This research is a practical and descriptive-survey and considered as applied research group. The statistical population of the research is the employees of Mohammad Rasoolullah Hospital in Tehran. The sampling method in this study is nonprobabilistic and the sample size is 197 in Cochran formula. The research data were obtained through field method and standard questionnaire from external research which had good validity and reliability. After the data collection, Smart PLS software was used for data analysis and implementation of structural equation modeling. Results: According to the results, the effect of green education on green citizenship behavior with the moderating role of green management performance is not significant because the t-statistic is 0. 421 and this value is less than 1. 96. Also, the effect of green education on green citizenship behavior with moderating role of green creativity is significant because the T-statistic is 8. 06 and this value is greater than 1. 96 and the effect of green education on green citizenship behavior with moderating role of green staff involvement is significant. It is significant because the t-statistic is 8. 063 and this value is greater than 1. 96. Conclusion: According to the results of green education, there is a significant effect on green citizenship behavior with moderating role of green creativity and on green citizenship behavior with moderating role of green staff involvement and also on green citizenship behavior. So effective green education can help hospitals take effective measures to maintain environmental sustainability.

Nowadays cities benefit from two geographical (natural, social, and economical environments) and artificial (man-made environment, and architecture) symbols. Mankind has always been trying to change these two symbols for the sake of his daily activities or earning his life and establishing a dwelling both as an interest and as a shelter. During this process green areas, jungles, and gardens have been changed into skyscrapers and buildings. Bricks, cement, and metallic plates have replaced for attractive views of nature. Today’s citizens have a sad feeling while they see that they have fallen far from the beauties and quietness of nature.To solve this problem, industrialists have developed the green roof technology. Urban planners and architects use it as a ‘back to nature’ process. green roof is a method to convert the rough, dry, and cold parts of the city into green spots. Besides green roofs can create micro-climatic zones which reduce pollution and improve the living conditions of the citizens.This process is highly advantageous for cities like Tehran which is located in a 730 sq. km. of land delimited by mountains and deserts.67.9 percent of the city is occupied by buildings and about thirteen million people live in this city. green roofs are good means for reducing these problems of Tehran.

The aim of this study was to determine the effect of environmental sensitivity on, employee pro-environmental behavior, considering the role of mediating effect of Social comparison nudge and green nudge. The purpose of this study is descriptive and survey method. The statistical sample in this study was 189 employees of the environmental organization of Semnan province who were selected randomly. In order to analyze the data, partial least squares method was used. The findings indicate that the instrument of measuring is well-suited and its reliability coefficient is more than 0. 7 for all research structures. The results indicate that environmental sensitivity has a positive and significant effect on employee Pro-environmental behaviour. Also the environmental sensitivity has a positive and significant effect on Social comparison nudge and green nudge. On the other hand, the Social comparison nudge has a negative and significant effect on the employee pro-environmental behaviour, but the green nudge has a positive and significant effect on these behaviors. In addition, the social comparison nudge and green nudge does not play the role of mediation between environmental sensitivity and employee Pro-Environmental behaviour. With notice of ignoring the role and importance of organizational nudges, this research has a novel and fresh look at this category, which can lead to the emergence of more nudges to improve and strengthen behaviors in the organizational arena.

The purpose of this study is to investigate the effect of place attachment on environmental behavior of employees with the mediating role of alternative and cycle behaviors and green nudge. This research is descriptive, using a survey method. The sample consists of 189 employees in Department of Environment of Semnan Province selected randomly. Partial Least Squares method was used to analyze the data. Findings verify the validity and reliability of research instrument. The reliability coefficient is higher than 0. 7 for all research constructs. Results show that place attachment has a positive and significant effect on employees' environmental behaviors. There is also a positive and significant effect of place attachment on variables of alternative and cycle behaviors of employee and green nudge. As well, alternative and cycle behaviors of employee and green nudge have a positive and significant effect on employees' environmental behaviors. Finally, green nudge and alternative and cycle behaviors do not mediate the relationship between place attachment and environmental behaviors of employees.