The Influence of Green Organizational Climate and Leader's Pro-Environmental Green Behavior on Subordinates' Green Behavior : The Mediating Effect of Identification and Moderating Effect of Green Self-Efficacy

다국어 초록 (Multilingual Abstract)

In recent years, with the concept of environmental protection and the prospect of sustainable development gradually gaining popularity, the realization of green environmental protection goals has become an important direction for enterprises in various countries in the way of economic development. For the double consideration of corporate social responsibility and environmental benefits, it is a general trend and urgent for subordinates to implement green behavior in the process of work. To this end, scholars in the field have also conducted a large number of relevant studies from different perspectives to explore how to effectively promote subordinates' green behavior practice.
On the basis of social identity theory and social cognition theory, this study conducted a questionnaire survey on Chinese manufacturing enterprises to explore the influence mechanism of green organizational climate and leader's pro-environmental green behaviors on subordinates' green behaviors, and analyzed the mediating effect of organizational identification and leader identification during this period. And the moderating effect of green self-efficacy.
At the same time, this study clarified the effect path of organizational environmental factors on subordinates' green behavior from the overall level of the organization and the level of internal affiliation, that is, green organizational climate and organizational identification, and leadership pro-environmental green behavior and leader identification, and highlighted the difference in the influence of green organizational climate and leader's pro-environmental green behavior through the comparison of the two. Then from the dual perspective of leaders and subordinates, focus on and gaze at the green behaviors implemented by subordinates.
Therefore, this paper explores the influence of green organizational climate on organizational identification. The influence of green organizational climate on subordinates' green behavior. The influence of leader's pro-environmental green behavior on leader identification. The influence of leader's pro-environmental green behavior on subordinates' green behavior. The mediating effect of organizational identification between green organizational climate and subordinates' green behavior. The mediating effect of leader identification between leader's pro-environmental green behavior and subordinates' green behavior.The difference of the influence of green organizational climate and leader's pro-environmental green behavior on subordinates' green behavior. And the moderating effect of green self-efficacy on organizational identification and subordinates' green behavior. The moderating effect of green self-efficacy on leader identification and green behavior of subordinates.
The results show that from the perspective of the organization as a whole, the stronger the green climate of the organization, the deeper the sense of identification of the organization, and the stronger the driving force for subordinates to practice green behaviors. In addition, the green climate of the organization will further promote the implementation of green behaviors by subordinates through their identification and perception of the organization. Based on the internal level of the organization, the pro-environmental green behaviors practiced by the leaders can construct the identification perception of the subordinates, and lead the subordinates to follow the example of the leaders, and then independently practice green behaviors. At the same time, the pro-environmental green behaviors implemented by the leaders will further drive the subordinates to practice green behaviors through the identification of the leaders. During this period, compared with the green organizational climate, the positive impact of leader's pro-environmental green behaviors on subordinates' green behaviors will be more obvious and intuitive. However, the green self-efficacy of subordinates does not have a moderating effect between organizational identification and green behavior, and between leader identification and green behavior. It can be seen that the degree to which subordinates practice green behaviors in the workplace does not depend on the strength of their green self-efficacy, but is affected by the overall climate of the organization and the pro-environmental green behaviors of their leaders. In particular, the role of leader's pro-environmental green behavior is more significant. Based on the above results, on the one hand, this study expands the research territory for related theories and concepts. On the other hand, it provides a reference idea for enterprises to create environmental results.

목차 (Table of Contents)

• Ⅰ.Introduction 1
• 1.1 Research background 1
• 1.2 Research objective 7
• 1.3 Research contribution 8
• 1.4 Research framework and technical route 10
• 1.5 Research method 15
• Ⅱ.Theoretical background and literature review 16
• 2.1 Green organizational climate 16
• 2.2 Leader's pro-environmental green behavior 24
• 2.3 Organizational identification 34
• 2.4 Leader identification 42
• 2.5 Green self-efficacy 49
• 2.6 Subordinates' green behavior 57
• Ⅲ.Research hypothesis 66
• 3.1 Influence of green organizational climate on organizational identity 66
• 3.2 Influence of green organizational climate on subordinates' green behavior 67
• 3.3 Influence of leaders' pro-environmental green behaviors on leader identification 69
• 3.4 Influence of leader's pro-environmental green behaviors on subordinates' green behaviors 71
• 3.5 Mediating effect of organizational identification 73
• 3.6 Mediating effect of leader identification 75
• 3.7 Moderating effect of green self-efficacy 78
• Ⅳ.Research design 80
• 4.1 Sample collection 80
• 4.2 Operational definitions and scales 80
• 4.3 Research model 84
• Ⅴ.Result 86
• 5.1 Descriptive statistics 86
• 5.2 Reliability analysis 88
• 5.3 Confirmatory factor analysis 90
• 5.4 Correlation analysis 92
• 5.5 Hypothesis testing 94
• Ⅵ.Discuss 104
• 6.1 Conclusion 104
• 6.2 Theoretical significance 110
• 6.3 Practical significance 113
• 6.4 Limitations and future research directions 116
• Reference 125