The Incentive Mechanism Of Employee Green Behavior

Enterprise environmental management serves the "carbon peaking and carbon neutrality" strategic goal,which can improve enterprise environmental performance and add green background and quality to the building of a moderately prosperous society in all respects.As the subjective initiative in the process of environmental management,employees are the bearers and implementers of corporate environmental responsibilities.Their green behaviors relate to the implementation of corporate environmental measures,and complement each other with the green strategy at the organizational level and green human resource management at the functional level,form a benign operation system for the green and sustainable development of the enterprise.Therefore,the incentive research of employee green behavior has become an important subject to achieve the environmental management goals and promote the sustainable development of enterprises.In recent years,employee green behavior has gradually gained attention,and the incentive effect of organizational policies,enterprise social responsibility and leadership style has been discussed,but there are still some shortcomings.First,there is a lack of discussion on the specific content of employee green behavior.Most studies simply equate the content of employee green behavior with resource saving,which leads to the inability to reflect the richness of the content,and the importance of research on employee green behavior is underestimated,which hinders the development of incentive research on employee green behavior.Second,possible antecedents outside the work domain are also hardly considered.Existing studies mainly focus on individual factors and management promotion strategies in the field of work,but ignore the influence of family factors,an important component of social interaction.Work and family are two important components in employees’life,which are inseparable and permeate each other with spillover effect.Existing spillover studies are more concerned with the influence of work behavior on family.With the penetration of green development concept,the green and lowcarbon life mode has been deeply integrated and deep-rooted in daily family life.Both practice and research have found that green behaviors in the family field are more frequent and more voluntary than those in the work field.Therefore,if we can observe the reverse,by exploring the generation rules of green behaviors at family,and then transform those to the workplace,so that the green behaviors at family can spill over into the work field,and promote the occurrence of more and more complex employee green behaviors,which is a new way to motivate the employee green behaviors in the work field,which is a supplement and development of the spillover theory research.Under the framework of spillover effect,the study puts forward the idea of family-work domain spillover in the field of employee green behavior research,and extends the study of pro-environmental behavior spillover to the interface between work and family.At the same time,adopts the method of literature analysis,interview survey,questionnaire survey and behavioral experiment to conduct three studies:(1)Considering the requirements of employees’effective organizational behavior,we determined the content structure of employee green behavior and developed the measurement scale.(2)From the perspective of positive spillover,based on the role theory,we explored the difference of role requirements between work and family,found out the key factors affecting the transformation of the two kinds of roles,and considered the behavioral migration caused by the role inertia during the transformation process to build the positive spillover mechanism model of family green behavior to employee green behavior.(3)From the perspective of negative spillover,based on the moral licensing theory,we introduced the moral credentials and moral credits into the family-work relationship at the same time,and established the negative spillover and intervention mechanism model of family green behavior to employee green behavior to investigate whether negative spillover exists and how to control it.The following innovative results have been achieved:First,we identified the content structure of employee green behavior,and developed the measurement scale which can reflect both the requirements of effective operation of the organization and specific content.Following scale development procedures,interviewing 32 employees and surveying 808 employees,we explored and verified the content structure of employee green behavior.The results show that employee green behavior is a multi-dimensional construct,which consists of sustainable work,avoid harming,resource conservation,individualoriented proactive green behavior and organization-oriented proactive green behavior.These five first-order factors together constitute the second-order construct.Sustainable work and avoid harming constitute the required employee green behavior.Resource conservation,individual-oriented and organizationoriented proactive green behavior constitute voluntary employee green behavior.Based on this,we developed a 24-item scale with good reliability and validity.Second,we constructed a positive spillover incentive model from family green behavior to employee green behavior.Based on the behavior spillover model and role theory,we analyzed 345 employees at two-time intervals.The results show that the positive spillover from family green behavior to employee green behavior is both direct and indirect.In the process of direct spillover,psychological ownership has a positive moderating effect on the relationship between family green behavior and voluntary employee green behavior(resource conservation and individualoriented proactive green behavior).Place attachment has a positive moderating effect on the relationship between family green behavior and voluntary employee green behavior(individual-oriented and organization-oriented proactive green behavior).In addition,we found that family supportive supervisor behavior can indirectly moderate the positive spillover relationship between family green behavior and different types of employee green behavior through psychological ownership and place attachment.In the indirect spillover process,proenvironmental habit plays a mediating role in the relationship between family green behavior and required(sustainable work and avoid harming)and voluntary green behavior(resource conservation and individual-oriented proactive green behavior),and green human resource management plays a positive moderating role in this process.Third,we constructed a negative spillover model form family green behavior to employee green behavior and the intervention model of family supportive supervisor behavior.Based on the theory of moral licensing,through two behavioral experiments of 428 samples,the results show that moral licensing can indeed lead to cross-domain negative spillover of green behavior.Specifically,it will cause avoid harming of required employee green behavior,resource conservation and individual-oriented proactive green behavior of voluntary employee green negative spillover,but only the dimension of moral credentials played a mediation role,while the dimension of moral credits did not play a role.In addition,we found that family supportive supervisor behavior moderates the relationship between family green behavior and moral licensing and can partially alleviate the negative effects of moral credentials.The theoretical contributions are:(1)The study determines specific five-factor content under the two dimensions of required and voluntary employee green behavior,which solves the problem of insufficient coverage and vagueness of existing research,promotes the connotation understanding of employee green behavior,and develops a set of measurement tools with good reliability and validity,which lay the foundation for the empirical study.(2)The study introduces the spillover thoughts into the research of employee green behavior,reveals the positive and negative spillover process from family green behavior to employee green behavior,breaks through the limitation of traditional employee green behavior research only focusing on the workplace field,and expands the perspective of antecedent research of employee green behavior.(3)From the perspective of spillover,the study constructs and verifies a positive spillover path model from family green behavior to employee green behavior,which is an inverse extension of work-family spillover research,expands the application scenarios of spillover theory and verifies the direct and indirect paths of behavioral spillover.(4)Introducing moral licensing into the family-workplace spillover relationship,the study expands the application scenarios of moral licensing.Distinguishing the dimensions of moral credentials and moral credits,the study investigates the differential role of the two dimensions in the spillover of green behavior from family to work,and reveals two distinct psychological causes of moral license,and deepens the research on the effect of moral licensing.The management implications are as follows:(1)Capture rich green behavior practices in daily management activities,and provide a basis for managers to take differentiated incentive strategies according to different behaviors.(2)Inspire managers to directly motivate different types of employee green behaviors by increasing their sense of ownership and attachment to the organization.(3)Guide organizations to implement green human resource management at the functional level,promote the spillover of pro-environmental habits,and increase the employee green behavior.(4)Remind managers to show family supportive supervisor behavior in the work field,indirectly stimulate psychological ownership and place attachment to promote cross-domain positive spillover of green behavior,and at the same time alleviate the negative spillover effects caused by employees’moral licensing.