Abstract
The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.
Highlights
Global warming, water pollution, air pollution, and other environmental issues are becoming increasingly serious, making environmental sustainability a high concern (He et al, 2016; Bansal and Song, 2017)
From the perspective of person-organization fit, this study uses the psychological distance between employees and organizations as the moderating variable and explores the impact of different types of person-organization fit on employee green behavior (EGB)
Through the survey data from 412 employees, the SEM was used to analyze the effects of values fit, needs-supplies fit, and demandsabilities fit on employees’ task-related green behavior and proactive green behavior
Summary
Water pollution, air pollution, and other environmental issues are becoming increasingly serious, making environmental sustainability a high concern (He et al, 2016; Bansal and Song, 2017). Research shows that social production and enterprises are a decisive force for sustainable development (Figueres et al, 2018). An increasing number of enterprises are implementing corporate social responsibility and/or sustainable development strategies. Person-Organization Fit and EGB research shows that these strategies can only reduce the environmental impacts of organizations to a certain extent (King et al, 2005), and the response of employees to these strategies is a crucial boundary condition (Davis et al, 2011). For employees, implementing green behavior can improve their work motivation (Osbaldiston and Sheldon, 2003), increase job satisfaction (Norton et al, 2014), and promote their career development (Bauer and Aiman-Smith, 1996)
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