Table 6.

Research Findings and Takeaways - Supporting Evidence from this research, as well as existing literature.

Supporting Evidence from this Research		Existing Evidence from the Literature
Finding #1	«Employees' self-determination to conserve energy significantly explains their energy-saving behavior at work»
	•Identified regulation was the most influential motivational force behind employees' energy-conservation	•Identified regulation has been found to be a significant predictor of self-reported energy-saving behaviors at home [71]
	•Intrinsic motivation had a direct effect on employees' self-reported energy-saving behavior	•Being intrinsically motivated to protect the environment is related to acting in an environmentally responsible manner [153]
	•The behavioral change effected through the intervention was positive across the self-determination continuum, and statistically significant for all the types of motivation, except the most controlled (external regulation), and amotivation	•Building and supporting self-determination for energy-saving is important towards achieving it [71]
Finding #2	«Employees' energy-saving at work can be explained as a planned behavior», but « The energy behavior change attained through a gamified IS intervention cannot be explained by the planned behavior model»
	•Intention explained a significant proportion of self-reported energy-saving behavior and habit	•Intention has been found to significantly explain pro-environmental [81], and energy-saving [80] behavior
	•The increase in intention to conserve energy at work was strongly related with the change in self-reported behavior, and energy-saving habit in the intervention	•Intention has been found to adequately explain the variance in PEB [81], and energy-saving behavior change [80]
	•Subjective norms, attitude, and perceived collective impact explained 49.5% of the variance in employees' behavioral intention to conserve energy at work	•TPB constructs have explained between 46% and 61% of the variance in employees' intentions to engage in PEB in the past [154]
	•We found a significant effect of attitude, and sense of collective impact, on employee's intention to conserve energy at work	•Attitude and perceived behavioral control significantly contributed in predicting energy-saving intentions at home [80, 81, 155]
	•In contrast to existing literature, the most significant predecessor of employees' intention to conserve energy at work was their level of subjective norms – The contribution of employees' sense of personal impact on energy-saving at work was shadowed by collective impact	•Subjective norm was not found to have a significant influence on energy-saving intention at home [80] – This contradiction may be attributable to the workplace context that increases the weight of subjective norms (and peer-pressure) on employees' energy-saving intention [17], and collective actions are often considered the most impactful on energy conservation at work [156], and energy is often consumed through collectively controlled devices [157]
	•The positive average change recorded in subjective energy-saving norms, attitude, personal and collective impact at work, was not statistically significant during the intervention	•In a feedback intervention for energy conservation at a university, although actual energy savings were recorded, attitudes, subjective norms, and perceived behavioral control were statistically insignificantly affected [22]
Finding #3	«Employees' levels of personal energy-saving norms significantly explain their energy-saving behavior at work»
	•The level of employees' energy-saving personal norms significantly explains their energy-saving intention, self-reported behavior, and habit	•Personal norms have been found to be a predictor of energy-saving intention and behavior in the past, both at home [[88], [89], [90]] and at work [91,92]
	•A positive and statistically significant average change was also recorded in the participants' personal norms for conserving energy at work during the behavioral intervention	–
Finding #4	«Employees' personal and organizational profile significantly affects their energy-saving behavior at work»
	•Vigor overall seems to affect all the energy-saving behavioral indicators we employed	•Vigor is characterized by the willingness of a person to invest effort in their work [93] •Vigor has been correlated with increased organizational citizenship behaviors (OCBs) and decreased deviance [94]
	•Employees' intention to conserve energy at work tends to increase with age	•Engagement towards pro-environmental behavior tends to increase with age [95]
	•Employees with children tended to also record higher levels of intention to conserve energy, as well as self-reported energy saving behavior at work	•Higher levels of motivation to conserve energy have been reported for residential users with children [100]
Finding #5	«The provision of feedback to employees, via an IoT-enabled gamified IS, is an effective strategy for effecting actual energy conservation at work»
	•Introducing gamification can intrinsically motivate the end-users to engage on energy conservation •The behavioral intervention yielded both self-reported, as well as actual energy saving results (6412.45 kWh saved, translatable to 12.99% conservation)	•Satisfaction with a participatory intervention “triggers a positive affect towards energy-savings, and helps participants to internalize energy-saving motivation” [33]. •Game design elements have been proven useful in satisfying users' autonomy, competence and relatedness [158] – the predecessors of all types of motivation in the self-determination continuum
Finding #6	«Behavioral interventions at work aimed at energy conservation, should primarily focus on monitoring and positively affecting employees' energy-saving habits and intention»
	•The effect of the gamified IS intervention on was stronger and statistically more significant in terms of employees' energy-saving habit, and intention to continue saving energy at work in the future	•Intention was found to be the strongest direct predictor of pro-environmental printing behavior (using the printers less), and habit the strongest direct predictor of switching off lights and monitors (when not in use), in an experiment in office buildings [159]
	•Although there was a positive average change recorded in the participants' self-reported energy-saving behavior during the intervention, it was not statistically significant, and disproportionate to the actual energy savings achieved (explaining a mere 36%)	•Self-reported behavior has been criticized as a relatively weak indicator of objective pro-environmental behavior in the literature, leaving 79% of the variance unexplained [61].
	•Energy-saving habit emerged as the most salient proxy of actual energy-savings at work, followed by intention to conserve energy	•Habits should be included in organizational PEB models, as they play an important role for their enactment [11] •Energy-saving behaviors at work are not necessarily motivated by employees' pro-environmental intentions, but may instead come as a result of, among others, routine or habit [63]