The Double-Edged Sword Effect Of Green Performance Management On Employee Non-Green Behavior

With the development of economy,the problem of environmental pollution has become more and more serious in China.As main producers of environmental problems,companies have been taking the corporate social responsibility of improving environmental performance and realizing sustainable development of the environment.As employees are important for enterprises to achieve sustainable development,whether employees take non-green behavior plays a key role in improving the environmental performance of enterprises.In practice,modern companies attach great importance to employees’ non-green behavior in the workplace.Although the terrible influence of non-green behavior to organizations are not obvious in a short time,employee non-green behavior will seriously damage the sustainability of the organization in the long run.However,most studies only focus on employee green behavior instead of employee non-green behavior.Research on employee non-green behavior is very limited,and the limited research only discusses a few antecedents of employees’non-green behavior,and does not explore other important factors affecting employees’non-green behavior,nor does it deeply explore the psychological mechanism that facilitates employees to adopt non-green behavior.Therefore,based on ego depletion theory and norm activation theory,this study explores the double-edged sword effect of green performance management on employee non-green behavior from a comprehensive perspective,and explores the internal psychological mechanism affecting employees’ non-green behavior.In this study,the data from 257 employees in an enterprise in North China were collected by questionnaires,and the sample data were analyzed by SPSS 24.0 and Mplus 7.4.The conclusions of this study are as follows.First,green performance management activates employees’ green personal norms,which motivates employees to reduce the adoption of non-green behaviors in the workplace.Second,the implementation of green performance management aggravates employees’ emotional exhaustion,which makes employees feel that they do not have enough emotional resources to control their behavior,and thus increase their non-green behaviors.Third,based on the conclusion of this study that the mediating effect of employee emotional exhaustion in the relationship between green performance management and employee non-green behavior is stronger than that of employee green personal norms,we draw the conclusion that the total indirect effect of green performance management on employee non-green behavior is positive.Fourth,employees’ substantive and symbolic attribution to green performance management play opposite moderating roles in the relationship between green performance management and employee emotional exhaustion.Specifically,employees’symbolic attribution to green performance management positively moderates the relationship between green performance management and employee emotional exhaustion,while employees’ substantive attribution to green performance management negatively moderates the relationship between green performance management and employee emotional exhaustion.Fifth,the substantive attribution of employees to green performance management positively moderates the relationship between green performance management and employees’ personal green norms.