Choice Mechanism Research Of Organizational Employees' Pro-environmental Behavior On The Perspective Of Values Fit:the Mediating Effect Of Anticipated Environmental Emotion

As ecological civilization is incorporated into the Constitution,it is the moment of truth for the ecological environment protection,which means that the relationship between human and nature will be an important breakthrough to promote the national green development.The organization has carried out the main activities of mankind,and obtains significant achievements in the process of environmental protection through different levels of management prevention.However,there is still a lack of attention and efforts in the field of employee pro-environment behavior.The effective promotion of employee pro-environment behavior will greatly benefit the achievement of organizational ecological environment protection goals.Therefore,how to promote the effective choices of employee pro-environment behavior has become a new challenge for the organization to achieve the goals of ecological environment protection and promote the practice of green management in an all-directional way.Behavior Choice is a complicated process of motivation presentation and is the individual behavioral responses to the balance of various influencing factors.Therefore,choice is inseparable from the interaction between human and the environment.Based on the perspective of construction of organizational diverse pro-environmental values system(including three levels,namely,organization,group,and employee),this study proposed six-dimension structure of “organization “espoused-enacted” pro-environment values using qualitative research and literature analysis and other methods,developed and examined the scale of organization “espoused-enacted” pro-environment values fit,and then discussed the characteristics and rules of behavior choice from the perspective of fit.Meanwhile,this study incorporated anticipated environmental emotion as mediator variable into the behavior choice model,and constructed employee pro-environmental behaviors choice model based on “Fit-Emotion-Behavior” perspective to explore the internal mechanism of employee pro-environmental behaviors choice.Subsequently,this study adopted qualitative research,investigation,multivariate statistical analysis and other methods to carry out the development and verification of the employee pro-environmental behavior scale,the empirical research on the employee pro-environment behavior choice,and the regulation strategy of the employee pro-environment behavior,which provides theoretical and practical references for improving the employee pro-environment behavior.The main conclusions of this study are as follows:(1)the structure of organization “espoused-enacted” pro-environmental values contain six dimensions and thirty-eight items.Six dimensions including Energy conservation and emission-reduction,public liability,ecological respect,mianzi need,kindheartedness and altruism,and moral self-discipline.(2)Employee pro-environment behavior contains two dimensions and ten items.Two dimensions including intrinsical pro-environmental behavior(IPEB)and extrinsical pro-environmental behavior(EPEB).(3)Gender,marital status,age,job duration in the present organization,education level,job level,job nature,industry,unit nature,residential area and disposable income have significant differences in the two dimensions of pro-environmental behavior.(4)as for organization-employee pro-environmental values fit(O-E fit),energy conservation and emission-reduction dimension and ecological respect dimension partly directly affect EPEB,and meanwhile partly influence EPEB by anticipated pride and anticipated guilt.The mediating effect is weaker than the direct effect.Public liability dimension,kindheartedness and altruism dimension,and moral self-discipline dimension have no significant impact on the EPEB but can affect EPEB by anticipated pride and anticipated guilt.Energy conservation and emission-reduction dimension,public liability dimension,ecological respect dimension,kindheartedness and altruism dimension,and moral self-discipline dimension partly directly affect both IPEB and EPEB,and moreover partly affect both IPEB and EPEB by anticipated pride and anticipated guilt.The mediating effect is also weaker than the direct effect.(5)as for group-employee pro-environmental values fit(G-E fit),energy conservation and emission-reduction dimension,public liability dimension,ecological respect dimension and moral self-discipline dimension have a significant positive moderated effect on the relationship of O-E fit and anticipated emotion.Under the situation of low G-E fit,the relationship is strengthen,under the situation of high G-E fit,the relationship is weaken,even the relationship has been becoming reversed.(6)The regulation strategy of the employee pro-environment behavior is put forward.Firstly,the construction strategy(fundamental strategy)of progressive cyclic pro-environmental values is built from the perspective of policy orientation.Secondly,the regulation strategy(core strategy)of the employee pro-environment behavior based on “fit-emotion-behavior” is formed from four aspects that value-driven regulation,emotion-driven regulation,norm-driven regulation,and regulation of employee pro-environment behavior promotion.Finally,regulation strategy design is supplemented based on demographic characteristics.