'What is the correlation between the intensity of descriptive and injunctive organizational norms and the frequency of hedonic values by the adoption of green practices at work?'

This thesis examines the correlation between the intensity of descriptive and injunctive organizational norms and the frequency of hedonic values by the adoption of green practices at work. With the increased global environmental concern, green human resource management has emerged as an important asset for companies to achieve environmental performance (Mehta & Chugan, 2015). Green human resource management consists in all the activities contributing to the development, implementation and maintenance of a system aiming to create green employees. It consists in transforming the employees of an organization into green employees (Dubois & Dubois, 2012). The literature has identified that people’s hedonic values might be an important factor preventing the adoption for green behaviours (Steg et al., 2014). However, different researchers have identified that descriptive and injunctive norms can positively influence the adoption of pro-environmental behaviour. So, in this research, we have analysed the association between the intensity of descriptive and injunctive organizational norms and the frequency of hedonic values by the adoption of green practices at work. We have conducted a quantitative research with a survey to analyse the Armacell Benelux S.C.S. employees’ motivational and demotivational factors for the adoption of green practices at work. We have identified a negative correlation between the intensity of injunctive organizational norms and the frequency of hedonic values by the adoption of green practices at work. Additionally, we have discovered a negative correlation between the intensity of descriptive and injunctive organizational norms and the frequency of hedonic values by the adoption of green practices at work.