Page 86 - Azerbaijan State University of Economics

THE JOURNAL OF ECONOMIC SCIENCES: THEORY AND PRACTICE, V.81, # 2, 2024, pp. 84-103

This study becomes important because it addresses the critical need to understand the
human factors influencing the success of sustainability initiatives in manufacturing
firms. Through the interrogation of employees’ attitudinal responses and action
orientation, the study provides valuable insights into how employees’ conduct, beliefs,
and actions can be harnessed to improve environmental performance via resource
efficiency and eco-friendly practices. Therefore, the findings of this study can inform
the development of targeted interventions and policies aimed at nurturing a more
environmentally conscious workforce. This can lead to more effective and sustainable
resource management practices, ultimately contributing to the broader goals of
reducing greenhouse gas emissions and conserving natural resources in Nigeria.

LITERATURE REVIEW
Climate change attitudes refer to the beliefs, perceptions, and feelings that individuals
hold about climate change and its impacts. These attitudes are shaped by various factors,
including personal values, cultural norms, and exposure to information about climate
change (Leiserowitz et al., 2006). Positive attitudes toward climate change typically
involve recognizing the seriousness of the issue and the necessity for action, while
negative or indifferent attitudes might stem from skepticism, misinformation, or lack of
awareness (Whitmarsh, 2011). In the context of the workplace, employees’ attitudes
towards climate change can shape organizational practices and policies. Positive attitudes
can promote a culture of sustainability, where employees are motivated to support and
engage in resource-efficient and eco-friendly practices (Andersson & Bateman, 2000).
On the other hand, negative attitudes can hinder the implementation of environmental
initiatives, as employees may resist changes or fail to see the importance of their actions.

Action orientation towards climate change refers to the practical steps and measures taken
by individuals to mitigate or adapt to the impacts of climate change. As noted by the
Intergovernmental Panel on Climate Change (IPCC) (2014), these actions can range from
reducing greenhouse gas emissions and increasing energy efficiency to implementing
sustainable practices and supporting environmental policies. The effectiveness of climate
change action orientation depends on various factors, including the level of commitment,
available resources, and the presence of supportive policies and infrastructure (Dietz et
al., 2009). Pro-environmental actions are often driven by a combination of intrinsic and
extrinsic motivations. Intrinsic motivations include personal values, moral responsibility,
and environmental awareness, while extrinsic motivations involve social norms,
economic incentives, and regulatory requirements (Steg & Vlek, 2009). For example, an
employee who values environmental sustainability may be intrinsically motivated to
reduce waste and conserve energy at work. Simultaneously, extrinsic factors such as
organizational policies and incentives for green practices can reinforce these actions
(Gifford & Nilsson, 2014; Ahmadov, 2016).

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