Volume 4, Issue 12, December – 2019 International Journal of Innovative Science and Research Technology

ISSN No:-2456-2165

Influence of Transformational Leadership,

Organizational Culture, and Employee Green Behavior
(Egb) to the Performance of Tourism
Personnel in the Development
Kamnasar1, Lenny Christina Nawangsari2
Bachelor of Management, Jakarta

Abstract:- This research aims to know and analyze the  January-June year 2019 of 10.84 billion US dollars.
influence of Transformational leadership style,
organizational culture and EGB to the performance of 5. The United Nations (PBB), the world Bank and the World
employees in the development of tourism in Muna District Tourism Organization (WTO), also acknowledge that
tourism office. This type of quantitative study with tourism is an integral part of human life, particularly in
associative methods of exportation by using surveys with regard to social, economic, global, and economic activities.
data types and sources is the primary data of secondary Rural.
data, where primary data is obtained from questionnaires
and interviews to the designated tourism and culture Tourism in Indonesia will continue to increase over time
officers and secondary data acquired from the agencies as seen from various indicators, especially in terms of natural
and Dinas related to the research using the SEM method destinations and cultural developments that are amazing in the
with Software Partial Least Square (PLS) 3.2.8. Analysis eyes of the world. Indonesia which is an archipelago country
of The matrix outer model and Inner Modeler using the number of foreign tourists visit to Indonesia during the year
technique Confimatory Factor Analysis (CFA) testing is 2019 has reached an increase of 5.9% which is 15.26 million
based on the value of cross loading with the measurement Wisman. Compared with the same period throughout 2018 as
of construction and the value of the Average Variance many as 14.04 million. The growth of tourism is significant
Extracted. The research object is the Department of for developing countries including Indonesia, as it offers a
Tourism of South East Sulawesi, with a population and way to exclude ourselves from the economic and cultural
sample rate of 119 people. The results of the research show retardation. Natural and cultural richness is an important
that the transfomational leadership, organizational component of tourism in Indonesia that spreads from clusters
culture, and Employee Green Behavior (EGB) have an of thousands of large islands and small islands. From this
influence on the performance of employees in tourism sector has been a better growth year after year, along with the
development at the Muna district, Southeast Sulawesi change in the world trend of tourism Indonesia, with the
province. national Visit tourism "Wonderful Indonesia".

Keywords:- Development of Tourism Influenced by From the performance data of the officers in the District
Transformational Leadership and Organizational Culture tourism office of Muna from 2016, 2017, 2018 have a very
through Employee Green Behaviour (EGB) to Employee different change. Tourism agency as a government institution
Performance. is a form of organization/institution is expected to implement
model of behavior of organizations that have developed
I. INTRODUCTION experts in their field through various research. Here are the
performance data from the Tourism and Culture department
The tourism sector is the biggest force in financing and employees of Muna district, pictured in table 1 below:
moving the global and national economies. Even the tourism
sector will become the main industry driving economy and Number Description Years Years Years
foreign exchange in the 21st century, Gde Pitana, I Ketut 2016 2017 2018
Surya Diarta (2010). Results of the world's development and 1 Excellent 15,66 % 22,33 % 19,33 %
recognition of Indonesian tourism in 2019: 2 Good 21,21 % 28,21 % 23,08 %
1. World Travels & Tourism Council, in the year 2019 puts
3 Enough 40,30 % 35,17 % 39,80 %
Indonesia as ranked to 9 countries with the best tourism
developments in the world, 4 Not good 18,83 % 14,29 % 17,79 %
2. Trip Advisor puts Indonesia in 2019 to reach first place as Table 1:- Performance Data of Muna District Tourism and
the best destination in the world, culture officer.
3. Traveller Choice Trip Advisor the year 2019 puts Source: Muna Regency Tourism Office
Indonesia as the best destination that can be trusted,
appreciated and worth a visit, Based on table 1 on employee performance assessment,
4. World Economic Forum and Commiitted to Improving the authors are collecting data based on the results of previous
State of The World, which analyses foreign exchange in research with any factors that may affect employee
tourism in the last four years Indonesia experienced a very performance. To find out what affects the decline in
significant development in foreign exchange, proved to be: performance of employees, researchers try to conduct
 The year 2015 recorded tourism accounted for 12.2 billion preliminary research by surveying/distributing the
US dollars; questionnaire to the staff of the Muna District tourism office.
 The year 2016 rose to 13.6 billion US dollars;
 The year 2017 rose to 15 billion US dollars;
 The year 2018 rose to 18.06 billion US dollars;

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Volume 4, Issue 12, December – 2019 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
II. THEORICAL REVIEW  Employee Green Behavior (EGB)
Yang and Dilchert (2014a) defines EGB as a measurable
 Transformational Leadership individual behaviour that contributes to environmental
Erik Rees (2011), a transcformasional leadership is a sustainability objectives in the context of work. Lenny and
long-term perspective, which not only emphasizes attention to Ahmad, (2019), Green Performance management is the
the present situation but also pays attention to the future process by which employees are required to improve
situation. Transformational leadership can be defined as a professional skills to achieve the objectives and objectives of
leadership that is able to make organizational changes. the Organization in a better way.

 Organizational culture  Employee performance

According to Robbins and Judge in Diana Angelica According to A. A Anwar Prabu Mangkunegara
(2008:256) The organizational culture is a shared value system (2011:67) performance is the result of work in quality and
in an organization that represents the level of member's efforts quantity achieved by an employee in carrying out its duties in
in conducting activities to achieve organizational objectives accordance with the responsibilities given to him. Based on
while according to Erni (2011:74) Organizational culture is the the understanding, performance is essentially the real behavior
style and way of life of an organization that is a reflection of of employees as achievement of work produced in accordance
the values or beliefs that have been embraced by all members with the role in the company.
of the organization.

Fig 1:- Leadership indicators, organizational culture, EGB and employee performance

 Hypotheses
Hypothesis Testing Results: quantitative/statistical data analysis with aim to test
Hypothesis 1: Transfomational leadership has a positive and hypotheses has been established. According to the proposed
significant influence on personnel performance; conceptual model, the research variables consist of free
Hypothesis 2: Transfomational leadership has a positive and variables, i.e. transformational leadership, organizational
significant influence on EGB; culture, and EGB (Employee, Green, Behavior) as well as
Hypothesis 3: Organizational culture has a positive and variable dependent, i.e. employee performance. It is a latent
significant influence on personnel performance; variable that has no bias measured directly, so that each of
Hypothesis 4: Organizational culture has a positive and these latent variables is determined the indicator variable.
significant influence on EGB;
Hypothesis 5: Employee Green Behavior has a positive and 2. Population and samples
significant influence on employee performance; The population is a generalization area consisting of
Hypothesis6: Transfomational leadership and organizational objects that have certain qualities and characteristics set by
culture have a positive and significant influence on EGB; researchers to be studied and withdrawn in conclusion
Hypothesis 7: Transfomational leadership, organizational (Sugiyino 2018:80). The population in this research is meant
culture and EGB have a positive influence together and are to be the tourism office of Muna District in accordance with
significant to employee performance. the criteria set by the total number of employees is 119 people.

III. RESERCH METHODS Samples are part of the number and characteristics that
the population belongs to. When the population is large, and
1. Types of research researchers are unlikely to learn all that exists in the
This research is a type of causality research with a population. What is learned from that sample, the conclusion
quantitative research approach. According to Sugiyono will be enforceable for the population. Therefore, samples
(2018:7) quantitative method is called traditional method, taken from the population must be completely representative
because quantitative method has been used by researchers so or representative of the samples to be processed. In this
that it becomes tradition as method for research, next research sampling techniques used using saturated sampling
quantitative method can be interpreted as method based on techniques are processed is the total of the entire officer in the
positivism philosophy, used to research on certain populations Institution of Tourism Office of Muna District, South East
or samples, data collection using research instrument, Sulawesi.

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Volume 4, Issue 12, December – 2019 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165

No Alternative Answer value 3. Partial Least Square (PLS)

According to Imam Ghozali (2014) PLS (Partial Least
1 Highly Agree (HA) 5 Square) is an alternate model of coverance-paradictive
analysis in high complexity situation and low theory support.
2 Agree (A) 4
According to Jogiyanto (2019:161) PLS (Partial Least Square)
3 Hesitant (H) 3
is a multivariate statistical technique that performs the
4 Disagreeing (D) 2
comparison of double-dependent variability and multiple
5 Highly Disagree (HD) 1 independent variables.
Table 2. Likert Scoring Scales
Source: Processing Results3.

Composite
Variable Terms Cronbach's Alpha Terms Description
Reliability
Transformational Leadership (X1) 0.937 > 0,7 0.923 > 0,6 Reliability
Organizational culture (X2) 0.927 > 0,7 0.905 > 0,6 Reliability

Employee Green Behaviour (X3) 0.955 > 0,7 0.946 > 0,6 Reliability

Employee performance (Y) 0.957 > 0,7 0.949 > 0,6 Reliability
Table 3. The value of Composite Reliability of the AVE (Average Varience Extracted) Research Model
Source: Analysis result using Smart PLS 3.2.8

4. Measuring model (Outer Model) measuring instrument to measure the consistency of

The Outer model is a measurement model for assessing respondents in answering an item of a questionnaire or
the validity and reliability of the model. Through the process research instrument.
of iterating algorithms, the Measurement model parameters
(convergent validity, discriminant validity, composite Another test to evaluate the outer model is to see the
reliability and Cronbachs Alpha) are obtained, including the reliability of the latent variables measured by two sizes of
R2 value as the predictive model's precision parameter. The composite reliability and Cronbach Alpha of the indicator
measuring Model is used to test the validity of the instrument block measuring the construct. The first stage, the construct is
and reliability of instruments. The validity test was conducted considered reliable if it has a composite reliability value above
to determine the ability of the research instrument measuring 0.70 (Imam Ghozali, 2016). Here is the output of the outer
what was supposed to be measured (Ghazali, 2014). The model of composite reliability.
reliability test is used to measure the consistency of the

Using SmartPLS 3.2.8

Fig 2:- Model between the Konstruk and the dimensions of the research Model

Next for testing linear validity done by looking at the good if it has a value greater than 0.50 (Imam Ghozali,2016).
value of AVE (Average Varience Extracted). AVE value is The following is the value of the AVE table:

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Volume 4, Issue 12, December – 2019 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
Variable Dimension AVE Value
1.1 effect idealization 0.791
1.2 Inspirational Motivation 0.798
Transformational Leadership (X1) 0.651
1.3 Individual Considerations 0.817
1.4 Intellectual stimulation 0.811
2.1 Confidence 1.000
2.2 Aggression 1.000
Organizational
2.3 Personality 0.816 0.678
culture (X2)
2.4 Performance 1.000
2.5 Team Orientation 1.000
3.1 Environmental awareness 0.794
3.2 Task Control 0.748
Employee Green Behaviour (X3) 3.3 Efficiency 1.000 0.702
3.4 Intentions of positive behavior 0.876
3.5 Motivation 1.000
4.1 Working quality 0.901
Performance 4.2 Working Quantity 0.778
0.738
Officer (Y) 4.3 Cooperation Ability 0.853
4.4 Timing 0.782
Table 4. AVE (Average Variance Extraction) Model Research
Source: Analysis result using SmartPLS 3.2.8

Table 4. Showing the AVE value of the research model. (X1) variables, and organizational culture (X2), while the
It can be seen from the table that the AVEonvergent Validity remaining 13.9% is influenced by other variables outside of
so that it can be concluded that the research model has been the investigation While the relationship between the
Valid. value for testing linear validity already meets for construction based on the R-square Adjusted value can be
subsequent testing. Thus, the test linear Validity has been explained that the employee performance variable (Y) is
fulfilled as well with the test. 0.847, it shows that 84.7% of employee performance variables
(Y) can be affected by the transformational leadership (X1)
5. Structural testing Model (Inner Model) variable, organizational culture (X2), and the Employee Green
This Model is the specification of relationship between Behaviour (X3) variable, while the remaining 15.3% is
latent variables, also called inner relation. This test is a test of influenced by other.
the type and magnitude of the influence of the independent
latent variables against the dependent latent variables. The test The validity of the construction shows how well the
consists of two stages i.e. the R Square coefficient of results obtained from the use of a measurement.
determination (R ²) test, which calculates how large the
independent latent variable explains the variances of the Test validity Parameter Rule Of Thumbs
dependent latent variables and the hypothesis test which is the Validitas Loading Factors More than 0,7
testing of the research model hypothesis.
Konvergen Average variance More than 0,5
extracted (AVE)
6. Test coefficient of determination/R Square
Communality More than 0,5
(R ²)
Evaluation of inner models is done by looking at Validitas Cross loading More than 0,7 in
coefficient of determination. The coefficient of determination Diskriminan one variable
aims to measure how far the ability of the model in explaining Table 6:- Validity test parameters in models
the variable variances of dependent. The value of coefficient Source: Analysis result using SmartPLS 3.2.8
of determination is between 0 and 1. The value of the
coefficient of determination (R ²) approaches the value 1. The 7. Validating the overall structural Model with the Goodness
R ² value explains how large the independent variables of Fit Index (GoF)
hypothesized in the equation are able to describe the The purpose of conducting Goodness of Fit Index (GoF)
dependent variables. Chin (1998) in Yamin & Kurniawan is to validate the combined performance between the
(2011) explains the criteria for the limit of these R ² in three measuring Model (outer model) and the structural model
classifications i.e. values of R ² = 0.67, 0.33, and 0.19 as (inner model) obtained through the following calculations:
substantial, moderate, and weak.
GoF = √ (AVE x R ^ 2)
Konstruk R Square R Square Adjusted Based on table 6 it appears that the characteristics of the
EGB 0.851 0.847 119 respondents who are the tourism office of Muna Regency
as follows:
Kinerja Pegawai 0.864 0.861
Table 5:- R Square (R ²) Value of the research Model a. Gender
Source: Adapted from Ghazali (2014) According to the gender of the respondents the
composition of more males, male males 62 people (52.10%)
Seen in table 5, the relationship between the construct than females 57 people (47.90%).
based on the value of R-square Adjusted can be explained that
the employee Green Behaviour (x3) variable is 0.861, it b. Last Education
indicates that the 86.1% of employee Green Behaviour (x3) Characteristic respondents based on recent education,84
variables can be affected by the transformational leadership respondents (70.59%) Educated Strata 1, 16 respondents

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(13.45%) Have an education Strata 2, 12 respondents a working period of more than 11 years, and 5 respondents
(10.08%) Has a Diploma education, and 1 respondent (4.20%) Have a working period of less than 3 years.

c. Employment Period d. Age

Characteristic respondents based on the employment Characteristic respondents based on age, 56 respondents
period, 57 respondents (47.90%) has a working period (47.06%) Aged between 36 to 45 years, 40 respondents
between 5-10 years, 49 respondents (41.18%) has a working (33.61%) Aged between 26-35 years, 13 respondents (10.92%)
period between 3 years and 5 years, 8 respondents (6.72%) has Aged over 45 years, and 10 respondents (8.40%) Less than 25
years old.

The relationship between the Original Konstruk Original Sample T Statistics P Values description
(O) (O/STDEV)

Direct influence
-Transformational Leadership-> EGB 0.420 4.683 0.000 Significant
positive effect
-Organizational culture-> EGB 0.541 6.116 0.000 Significant
positive effect

-Transformational leadership-> performance of employees 0.346 3.542 0.000 Significant

positive effect

-Organizational culture-> employee performance 0.179 2.043 0.042 Significant

positive effect

-EGB-> employee performance 0.431 3.888 0.000 Significant

positive effect
Indirect influence
-Transformational Leadership-> EGB-> 0.181 3.036 0.003 Significant
positive effect

-Organizational culture-> EGB-> employee performance 0.233 3.205 0.001 Significant

positive effect

Table 7:- Path value Coefficient, T-Statistics, and

P-Values
Source: Analysis result using SmartPLS 3.2.8

provide motivation to achieve the target that has been

determined by the institution/company.

The perception of employee respondents to the leader

felt more open in facing it. This leader is capable of
conducting interpersonal approaches to subordinates, so that
the subordinates are pleased and satisfied with the means of
superiors in directing the employee's performance broadly and
providing motivation to achieve the company's defined
target/Lembagan.

Based on observations in the Institution of Tourism

office in Muna District, the leader must be the best example,
which can be followed by its employees, so it will produce
respect and trust to the leader. Leaders should be able to
Fig 3:- the model between the construct and the dimensions of stimulate their employees to come up with new ideas and
the working research model ideas, leaders must also allow their employees to become
Source: Analysis result using SmartPLS 3.2.8 problem solver and provide new innovations under his
guidance.
8. The discussion
A. Effect of transfomational leadership on employee B. Transfomational leadership Influence on EGB
performance The transformational leadership has an influence on
Based on the results of the hypothesis testing proves that Employee Green Behaviour (EGB). The style of leaders must
transformational leadership has an influence on employee pay attention, listen to complaints, and understand the needs of
performance. The Transformational leadership style its employees. All these dimensions if implemented properly
implemented by the leader is capable of conducting will help in maximizing the role of leader in the company.
interpersonal approaches to subordinates so that the
subordinates are pleased and satisfied with the means of
superiors in directing the employee's performance broadly and

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Volume 4, Issue 12, December – 2019 International Journal of Innovative Science and Research Technology
ISSN No:-2456-2165
On the research object at Muna District Tourism Factors that contribute to or are a consequence of the
Department, Employee Green Behaviour (EGB) process has necessary and EGB voluntary at the level of the category in
been running very well. The implementation process is very particular, in discussing the category of variables in the level
maximal where every employee is given direction by his of efficiency of employees in the Department of Pariwiisata
leader to concern for the environment. This is influenced by Muna District are:
the dimensions of concern environments namely: a. To conserve or reduce the use of resources in conducting
a. Respectful attitude towards nature, activities.
b. Compassion and concern for nature, b. To maximize the use of all resources owned so that nothing
c. No harm, and is wasted.
d. Life is simple and harmonious. c. To improve the performance of a working unit so that the
output is maximal.
C. Influence of organizational culture to employee
performance F. Influence of transformational leadership and
Organizational culture has an influence on employee organizational culture towards EGB
performance, organizational culture can be described in a The Transfomational leadership and organizational
distinctive way to how people think, even directing them to culture have an influence on EGB. The positive effect of
their acting. Organizational culture refers to the culture that transformational leadership in the organizational culture
applies to the company or agency, because generally the against EGB implies that leadership and organizational culture
business or agency is in a form of oraganization. should be trained and concerned about the working
Organizational culture can be considered as the device's environment better. It is listed in the dimensions of
values, beliefs (beliefs), assumptions (assumption), or norms environmental awareness in EGB, namely:
that apply to them. a. Respectful attitude towards nature,
b. Compassion and concern for nature,
A well-developed organizational culture within the c. No harm, and
company will influence the behavior of the next employee will d. Life is simple and harmonious.
affect the employee's job achievement. Organizational culture
is one of the important criteria for determining the growth and Contextual leadership factors and organizational culture
success of a company. Organizational culture can form relevant to EGB types, which are influenced by motivation for
appropriate behaviors that are hoped by companies related to example, Graves and Associates (2014) demonstrate a positive
trust, namely: effect of the favorably Transformational leadership style as
a. Members get job satisfaction, well as having a positive influence on EGB volunteer,
b. Members strive to develop themselves and their abilities, employees through EGB leaders and the spirit of harmonious
c. The member adhering to the existing regulations. employee environment. The influence of external performance
is greater when leaders demonstrate a higher level of concern
D. Organizational culture influence on Employee Green for the environment with motivation:
Behavior (EGB).
Organizational culture has an influence on EGB. It is How to stimulate a group of people who have distinctive
supported by the organizational culture against EGB to needs and unique personalities to work together towards
regulate organizational behavior at the collective employee achieving leadership objectives in organizing.
level of the complete category (mandatory vs voluntary). a. The target of motivation is the need for physiological,
Classifications of behavior are included within the boundaries safety and security needs, necessity of acceptance, self-
of core tasks in the organizational culture explicitly to actualisation.
participate in the environmental management practices as b. The influence of transformational leadership,
EGB required. Classifying the culture of organizations that are organizational culture and EGB jointly towards employee
outside the behavior of employees into the core work tasks of performance.
citizenship behavior for the environment or that require the
initiative as a voluntary EGB. G. Transfomational leadership, organizational culture and
EGB jointly towards employee performance.
As is the case with the cultural level of the organization The contextual factors of leadership and organizational
of EGB taking place at the Muna Regency Tourism Office, culture are relevant for EGB types, for example, Graves and
behavior and confidence at the organizational culture level is Associates (2015) demonstrate the positive influence of
an important contextual factor for EGB. Organizational goal leadership styles on voluntary EGB. The research also found
setting has been proven to have positive results for the EGB that external performance influences were greater when
needed on construction. This is in line with the principles of leaders demonstrated a higher level of concern for the
the institution that cares about the environment: environment. Transformational leadership also has a positive
a. Respect for nature influence on EGB volunteer officers through EGB leaders and
b. Compassion and concern for nature the environment spirit of harmonious officers.
c. does not harm
d. Life is simple and harmonious. This is in accordance with the previous history of the '
the ' Oieh Neeraj Kumar Jaiswal, and Rajib Lochan Dhar titled
E. The influence of Employee Green Behaviour (EGB) on Transformational Leadership, Innovation climate, creative self
employee performance – Efficacyand employee Creativity: A Multilevel Study, which
Employee Green Behaviour (EGB) has an influence on contains:
employee performance, this is demonstrated by the belief and a. Transformational Leadership in predicting employee
habit of voluntary behavior in EGB. For example some creativity and role of climate mediation innovation and the
research on behavioral control, Greaves, Zibarras and Stride role of creative self-efficacy moderation,
(2013) reported positive effects of behavioral control b. Transforming leaders can foster a climate for innovations
perceived in mandatory and voluntary EGB. that promote creativity about the work environment,

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c. The significant moderate-acting role of creative self- stimulation that is influenced by the intention of positive
efficacy is found in the relationship between behavior namely:
transformational leadership, organizational culture and a. Perceived behavioral control
EGB towards climate innovation and the creativity of b. intention to behave obediently
employee performance, 3. The correlation of the distribution of variable culture of the
d. Employees with high self-efficacy creativity use creative Organization to the performance of the employees who are
behavior when they receive a supportive working the most powerful of the personnel are the personalities
atmosphere of leadership, organizational culture that influenced by the ability of cooperation are:
supports the working limb. a. Cooperation encourages competition in achieving
objectives and increased productivity.
The influence of leadership support, organizational b. Cooperation encourages individual efforts to work more
culture and EGB on the performance of officers in the Muna productively, effectively, and efficiently
District tourism office demonstrates a positive influence c. Cooperation encourages the creation of synergy so that the
whereby conduct that supports innovation, appreciation and Cost of operationalization will be lower which causes the
recognition, and management of goals and responsibilities competitive ability to increase.
Both publicly and specifically for voluntary environments that d. Cooperation encourages the creation of harmonious
have a significant influence on willingness to promote relations between the parties and increase the sense of
environmental initiatives. solidarity.
e. Cooperation creates healthy practices and enhances the
IV. CONCLUSIONS AND UGGESTIONS spirit of the group.
4. Results of the correlation of the distribution of variable
A. Conclusion culture organization against Employee Green Behavior the
Based on the results of the previous research and most powerful influence is personality that is influenced by
discussion, can be concluded: the intention of positive behavior namely:
1. Transformational leadership has a positive and significant a. Perceived behavioral control
influence on employees ' performance, the most powerful b. Intention to behave obediently.
dimension of influence is intellectual stimulation. 5. Results of the correlation of a variety of transformational
2. Transformational leadership has a positive and significant leadership in relation to the performance of the most
influence on Employee Green Behavior, the most powerful powerful officers is the intention of positive behavior that
dimension of influence is individual condistention. is influenced by the ability of cooperation are:
3. The organizational culture has a positive and significant a. Cooperation encourages competition in achieving
influence on the employee's performance, with the most objectives and increased productivity.
powerful dimensions being the ability of cooperation, b. Cooperation encourages individual efforts to work more
4. The culture of the Organization has a positive and productively, effectively, and efficiently.
significant influence on Employee Green Behavior, with c. Cooperation encourages the creation of synergy so that the
the most powerful dimension of personality influence, cost of operationalization will be lower which causes the
5. EGB has a positive and significant influence on employee competitive ability to increase.
performance, with the most powerful dimension of d. Cooperation encourages the creation of harmonious
intention of positive behavior, relations between the parties and increase the sense of
6. Transformational Leadership and organizational culture solidarity.
has a positive and significant influence on Employee Green e. Cooperation creates healthy practices and enhances the
Behavior, with the most powerful dimension of influence is spirit of the group.
individual and personality considerations,
7. Transformational leadership, organizational culture and 6. For further researchers
Employee Green Behavior have a positive influence The authors hope that further research can dig deeper
together and significant to the performance of employees, into the variables that affect employee performance and the
with the dimensions that are the strongest influence is influence of Employee Green Behavior (EGB) as a mediator.
individual considerations, Personality and intention of In this study opened the possibility of other influences of
positive behavior. transformational leadership and organizational culture to other
variables.
B. Suggestions
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