Mi Lingyun, Sun Yuhuan, Gan Xiaoli, Yang Hang, Lv Tao, Shang Ke, Qiao Yaning, Jiang Zhiping
School of Economics and Management, China University of Mining and Technology, Xuzhou, China.
School of Mechanics and Civil Engineering, China University of Mining and Technology, Xuzhou, China.
Front Psychol. 2020 Oct 9;11:568385. doi: 10.3389/fpsyg.2020.568385. eCollection 2020.
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.
员工绿色行为（EGB）对企业绿色发展目标的重要性在许多行业中日益受到重视。然而，迄今为止，通过个体与组织之间的互动来促进员工绿色行为尚未成为核心关注点。因此，本研究从个人-组织匹配的角度出发，将员工与组织之间的心理距离视为调节变量，探讨价值观匹配、需求-供给匹配和要求-能力匹配在员工责任范围内外对绿色行为的影响机制。在收集了412名员工的问卷结果后，我们使用结构方程模型（SEM）对假设进行了检验。结果表明：（1）个人-组织匹配能够有效地促进工作场所中的员工绿色行为。然而，不同类型的个人-组织匹配对员工与任务相关的绿色行为和主动绿色行为具有不同的影响路径和影响强度。（2）价值观匹配对员工绿色行为的激励作用最大，其次是要求-能力匹配，而需求-供给匹配仅促进生态帮助行为。（3）心理距离对个人-组织匹配与员工绿色行为之间的关系具有显著的调节作用。当员工与组织在情感距离上较近时，个人-组织匹配对员工绿色行为的影响会增强，而在期望距离较近的情况下，这种影响会减弱。最后，本研究为企业管理者提供了建议，通过人力资源的选拔与配置为激励员工绿色行为提供方法。
