The purpose of this research was to identify motivational factors that would predict organisational commitment and citizenship behaviour. One important motivational factor is empowerment, which is an intrinsic motivator (Spreitzer, 1995, p. 121 table 5 ), this study examined the contribution of each of its four dimensions in predicting affective commitment and citizenship behaviours targeted towards both individuals and the organisation. I also investigated the association that leader-member exchange and three personality factors (extraversion, emotional stability and openness to experience) had with both empowerment and organisational outcomes (affective commitment, citizenship behaviours). I further examined empowerment mediation effects. This research was conducted among ten occupational groups at The Waikato District Health Board in New Zealand. 872 questionnaires were distributed and a final sample of 306 responses (35.1%) was obtained. The results, consistent across all occupational groups and other demographics, suggested that although extraversion, emotional stability and openness to experience individually contributed to empowerment, affective commitment and citizenship behaviours, when their contribution towards affective commitment and citizenship behaviour was examined simultaneously with empowerment and LMX contributions, personality contribution decreased. The regression equation results showed emotional stability as the only significant personality contributor towards citizenship behaviours. In addition, leader member exchange contribution was significant only towards affective commitment whereas empowerment was the strongest predictor of the three organisational outcomes explored. Moreover, two of the four empowerment dimensions were also found to mediate the relationship between LMX and affective commitment. However, no empowerment mediation effects were found between LMX and citizenship behaviours. Overall, this research provides valuable information on how to increase employee's affective commitment and extra role behaviours by adjusting organisation's structures and policies and fostering employees' perception of empowerment. Recommendations for further research and practical implications for organisations are discussed in the final chapter.

More sustainable private consumption is necessary to achieve the common goal of sustainable development. This dissertation deals with the underlying socio-psychological determinants of sustainable consumer behavior in different domains, based on which promotion measures are recommended to companies and policymakers. Among others, I discuss consumers’ perceptions of their responsibilities for sustainability in contrast to their expectations on governments’ and companies’ contributions. Furthermore, I shed light on a main barrier of sustainable consumption that most consumers support sustainability but their behaviors are, to a decisive extent, driven by other motives such as customer-oriented services or offered incentives, which primarily benefit consumers themselves instead of the sustainability agenda. To tackle this barrier, I develop several promotion measures based on activating psychological concepts such as empowerment and self-determination in a single or multi-country setting. Results of this dissertation serve to more effectively understand consumers’ concerns with sustainable consumption and to add new perspectives to improve tactics to promote sustainable behaviors.