ORIGINAL RESEARCH article
Front. Hum. Dyn.
Sec. Population, Environment and Development
Volume 7 - 2025 | doi: 10.3389/fhumd.2025.1604469
This article is part of the Research TopicAdaptive Frontiers in the Anthropocene: Human-Environment Dynamics in the Face of Climate ChangeView all articles
Navigating Human Environment Interaction in Workplace Dynamics for Sustainable Employee Wellbeing: The Role of Organizational Injustice, Cynicism, And Innovation in Climate-Adaptive Organizations
Provisionally accepted
- 1College of Management of Economic, North University of China Taiyuan 030051,China, Taiyuan, Pakistan
- 2University of the Punjab, Lahore, Punjab, Pakistan
- 3Thal University Bhakkar, Bhakkar, Punjab, Pakistan
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This study investigates how human-environment interaction within organizational settings affects sustainable employee well-being, focusing on the roles of organizational injustice and cynicism.Drawing on data from 300 employees in climate-adaptive manufacturing firms in Beijing, the study explores the mediating role of innovative culture and the moderating role of employees' innovative behavior. Using Partial Least Squares Structural Equation Modeling (PLS-SEM), both direct and indirect relationships among the variables were analyzed. Results show that innovative culture significantly enhances employee well-being and serves as a key mediator in mitigating the negative effects of organizational injustice and cynicism. Likewise, employees' innovative behavior positively moderates the link between organizational stressors and well-being, highlighting the resilience-building potential of innovation in adverse environments. Conversely, organizational injustice and cynicism demonstrate significant negative impacts on both innovative culture and employee well-being. These findings underscore the critical importance of cultivating a fair and innovation-driven workplace to foster psychological sustainability and organizational performance. The study offers practical implications for leaders and policymakers seeking to reduce toxic organizational climates and promote adaptive strategies for employee support in climate-sensitive sectors.
Keywords: Manufacturing firms, Structural Equation Modeling, organizational injustice, Organizational cynicism, Employee Well-being Innovative Culture, Employees' innovative behaviour
Received: 01 Apr 2025; Accepted: 10 Jul 2025.
Copyright: © 2025 Juanmei, Tariq, Sair and Sohail. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Aamir Sohail, Thal University Bhakkar, Bhakkar, 30000, Punjab, Pakistan
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