Supply Chain Management Employee Commitment Analysis

Another study using the commitment as a determinant of a model is ‘Engagement in Environmental Behaviors among Supply Chain Management Employees: An Organizational Support Theoretical Perspective’ by Cantor et al. (2012). In the study, as a part of the growing attention to the behavioral issues and environmental practices in Supply Chain Management, Cantor et al. (2012) empirically examine how individual employees take part in environmental activities in response to their perceptions of organizational attitude to green initiatives. The authors use the insight gained from organizational support theory (OST) by Aselage, and Eisenberger (2003) and try to expand its application to the domain of environmental management. The research data was collected

Furthermore, as the result of increased affective commitment, the employees are more likely to take more efforts on environmental behaviors. The other determinant of the model, reward for environmental behaviors, was not found to be a predictor of employee perception to organizational support for environmental behaviors. The authors contend that the level of compensation for environmental behavior may be not enough to be perceived by the employees that the organization supports the eco-initiatives. In summary, the model provides an important lesson that supervisory support for environmental behaviors and environmental training help employees perceive organizational support for environmental behaviors and the perception strengthens the employee commitment for environmental behaviors, enabling the behaviors for environmental initiatives (Cantor et al.,

Brito and Dekker (2002) suggests that while the reverse logistics function can be environmental approach, the most of private parties driver of reverse logistics is economics and legal. Designed by the profitable or regulatory requirement, the performance metrics of reverse logistics may deviate from the ideal environmental practices that are promoted by the organization. Cantor et al. (2012) demonstrates that the employees may not perceive that the organization cares about the environment when the reward for the environmental behavior is not sufficient. In the same mechanism, if the common performance metrics of reverse logistics is not consistent with the environmental performance or it is not sufficient for the employees to make decision for the environment, the individual employees may perceive that the environmental practices is not appreciated by the organization even though it is promoted. In turn, they may not behave favorably towards the environment. I believe that the commitment will be able to fill the gap between the performance metrics and the ideal environmental practice, maximizing the environmental behaviors in reverse logistics program. To enable this, examining the impact of the commitment