Navigating human environment interaction in workplace dynamics for sustainable employee wellbeing: the role of organizational injustice, cynicism, and innovation in climate-adaptive organizations

Introduction This study examines the impact of human–environment interaction within organizational settings on sustainable employee well-being. It particularly focuses on how organizational injustice and cynicism hinder employee outcomes, and explores the potential of innovative culture and employee innovative behavior as mitigating and moderating factors, respectively. Methods A total of 300 employees from climate-adaptive manufacturing firms in Beijing were surveyed. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test both direct and indirect relationships among key constructs including organizational injustice, cynicism, innovative culture, employee innovative behavior, and employee well-being. Results Findings reveal that innovative culture significantly contributes to employee well-being and mediates the negative effects of organizational injustice and cynicism. Additionally, employees’ innovative behavior positively moderates the relationship between organizational stressors and well-being, reflecting the role of innovation in enhancing employee resilience. Discussion The results highlight the importance of fostering a fair, innovation-driven organizational environment to promote psychological sustainability and well-being.