Purpose This study examines how employees’ perceptions of their organisation’s environmental sustainability relate to their well-being and performance. This study aims to clarify these relationships by investigating the role of individual differences within the interconnected networks linking sustainability, well-being, performance, person–organisation fit (P–O fit), self-determination and environmental attitudes and behaviours. Design/methodology/approach Australian employees completed a two-wave online survey (Time 1: n = 628; Time 2: n = 493). Network analysis was used to examine the associations between perceived organisational sustainability and a range of individual factors and outcomes, allowing for the assessment of stability in the network structure over time. Findings Across both timepoints, strong and stable positive associations were found between perceived sustainability, well-being, performance and P–O fit. Self-determination was also strongly linked to well-being and performance. P–O fit emerged as a central component within the network, emphasising its role in supporting positive employee outcomes in sustainable workplaces. No significant structural or global strength differences were observed over time, indicating that the network’s overall structure and density remained stable. Originality/value This study provides novel evidence using network analysis to map the relationships among sustainability perceptions, key individual variables and employee outcomes. This paper demonstrates that these relationships are robust over time and highlights P–O fit as a core mechanism underpinning how sustainability initiatives contribute to a healthy, productive and sustainable work environment.
Sheeran et al. (Wed,) studied this question.