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首页> 外文期刊>Science and engineering ethics >Employee-Organization Pro-environmental Values Fit and Pro-environmental Behavior: The Role of Supervisors' Personal Values
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Employee-Organization Pro-environmental Values Fit and Pro-environmental Behavior: The Role of Supervisors' Personal Values

机译：员工组织的亲环境价值适合和亲环境行为：主管的个人价值观的作用

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摘要

This study examines the relationship among the employees-organization pro-environmental values fit (E-O PEVs fit), supervisors' PEVs and employees' pro-environmental behaviors (PEB). Informed by the PEB, organizational values and employee-organization fit literature, we propose and test hypotheses that under egoistic, altruistic and biosphere-value orientations, E-O PEVs fit versus non-fit have significant effects on employees' private-sphere PEB and public-sphere PEB, identifying supervisors' PEVs as a moderator. An empirical investigation indicates that the effect of E-O PEVs fit on employees' private-sphere PEB and public-sphere PEB varies as the value orientation differs. More specifically, under the context of altruistic and biosphere-value orientations, if the organizational PEVs do not match the employees' PEVs, especially when the former exceeds the latter, employees' PEB will rise as the organizational PEVs increase. As for egoistic value orientation, when organizational PEVs exceed employees' PEVs, not only will public-sphere PEB stop decreasing and tend to stabilize, but also private-sphere PEB will rise to a slight degree. Furthermore, compared with altruistic and biospheric values dimensions, supervisors who promote egoistic PEVs will have a more significant effect on the relationship between global E-O PEVs fit and employees' PEB. Finally, we suggest that the goals of an organization and its supervisors need to be combined within the actual situation of Chinese corporations to truly implement corporate green practices by balancing the profit goal and the environmental goal.
机译：本研究审查了员工 - 组织的资源 - 环境价值（E-O PEVS适合），监事的PEVS和员工的亲环境行为（PEB）之间的关系。由PEB，组织价值观和员工组织适合文献，我们提出并测试假设，在自我，利他主义和生物圈价值取向下，EO PEVS适合对员工的私人领域PEB和公共影响球形PEB，将主管的PEV识别为主持人。实证调查表明，随着价值取向的不同，E-O PEVS适合员工私人球形PEB和公共领域PEB的效果。更具体地说，在利他和生物圈价值取向的背景下，如果组织PEV与员工的PEV不匹配，特别是当前者超过后者时，员工的PEB将随着组织PEV的增加而上升。至于自我价值取向，当组织PEVS超过员工的PEV时，不仅公共领域的PEB停止减少并倾向于稳定，而且私人球形PEB将升至略微程度。此外，与利他主义和生物标志价值的尺寸相比，促进专业人主的PEVS的监事将对全球E-O PEVS适合和员工PEB之间的关系产生更大的影响。最后，我们建议组织及其监事的目标需要在中国公司的实际情况中结合，以通过平衡利润目标和环境目标来真正实施企业绿色实践。

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