ABDELAZIZ ABDALLA ALOWAIS,ABUBAKR SULIMAN
DOI: https://doi.org/Objective: This study systematically reviews empirical research examining the relationship between ethical climate (EC) and employee green behavior (EGB), with a focus on the moderating influence of Dark Triad (DT) traits and contextual factors.
Methods: Following PRISMA guidelines, six databases (Scopus, Web of Science, PsycINFO, PubMed, EBSCO, and Emerald Insight) were searched for peer-reviewed studies published between 2010 and 2025. Inclusion criteria required studies to be empirical, English-language, and address EC, EGB, or DT traits in organizational contexts. Sixty studies met eligibility requirements. Data was extracted and assessed for quality using CASP, JBI, NOS, and MMAT tools.
Results: Thematic synthesis identified four major findings. First, benevolent and principled climates foster EGB, while egoistic climates weaken engagement. Second, DT traits moderated these effects: Machiavellians engaged strategically, narcissists selectively, and psychopaths consistently undermined climate influence. Third, contextual factors, including leadership, green HRM practices, cultural values, and sectoral differences, amplified or constrained EC–EGB links. Finally, methodological limitations were noted, particularly reliance on cross-sectional surveys and inconsistent measures.
Conclusion: Ethical climates are pivotal for promoting sustainability, but their effectiveness is paradoxical and contingent. Organizations must integrate ethical climates with leadership, HRM, and trait-sensitive strategies to translate norms into genuine employee green behavior.
