如何激发员工绿色行为成为新时代学界和组织实践关切的议题。本研究基于溢出交叉理论（spillover-crossover model, SCM）框架,构建配偶与员工绿色行为关系的理论模型。采用动态追踪、滞后配对的方案获取80对双职工夫妻样本,结果显示：配偶绿色行为通过提升工作家庭人际资本化进而影响员工绿色行为;配偶绿色知识分享意愿和能力显著强化上述关系,分享意愿和能力水平越高,二者间关系越强。研究扩展了绿色行为研究范式,从家庭视角为组织绿色管理提供有益启示。
Abstract
Promoting high-quality development requires a coordination between environmental protection and economic growth. In recent years, companies have been turning towards green transformation, emphasizing the importance of saving resources and reducing energy consumption. Therefore, the environmental responsibility of companies is being emphasized. As the specific executor and the performer of enterprise strategy, the green behavior of employees is the key to the realization of green transformation and has been widely concerned by theorists and practitioners. As a result, stimulating employees to actively implement green behavior has gradually become a widespread topic for academics and organizational practices.
Researchers have extensively explored the aspects of employee personality traits and organizational contexts, nevertheless, they neglected the potential influence from the family domain. Based on the Spillover-Crossover Model (SCM), this study constructs a theoretical model of the relationships among spouses’ voluntary workplace green behavior, work family interpersonal capitalization, and employees’ voluntary workplace green behavior. Using the experience sampling method (ESM), the proposed research model is tested in a sample of 80 couples (containing both employees and their spouses) who completed surveys over 7 weeks. One week before the start of the weekly surveys, we sent a questionnaire containing the demographic information (e.g., age, gender, educational background, industry, position, organization size, dyadic tenure and the number of children) and other control variables (green values of themselves and green human resources management of their companies) to the employees. During the weekly survey, employees were sent one survey each week including the voluntary workplace green behavior during the last week; while their spouses were asked to report their voluntary workplace green behavior, their work family interpersonal capitalization, and their green knowledge sharing willingness, and their green knowledge sharing ability.
The results show that: (1) The voluntary workplace green behavior of spouses has a positive impact on their work family interpersonal capitalization. (2) The work family interpersonal capitalization of spouses plays as a mediator between the spouses’ voluntary workplace green behavior and employees’ voluntary workplace green behavior. (3) The indirect effect of spouses’ voluntary workplace green behavior and employees’ voluntary workplace green behavior through work family interpersonal capitalization is moderated by spouses’ green knowledge sharing willingness, such that the indirect effect is stronger when spouses’ green knowledge sharing willingness are high rather than low. (4) The indirect effect of spouses’ voluntary workplace green behavior and employees’ voluntary workplace green behavior through work family interpersonal capitalization is also by spouses’ green knowledge sharing ability, such that the indirect effect is stronger when spouses’ green knowledge sharing ability are high rather than low.
Based on our review and conceptual model, we identify and highlight several key avenues for future research that will help extend the current employee green behavior literature. This study crosses the work-family domain and reveals the influence process and boundary conditions of employees’ voluntary workplace green behavior from the perspective of significant others (spouse) in the family, extending the research perspective and scope of green behavior. The current study provides evidence for the association between spouses’ and employees’ green behavior through work family interpersonal capitalization, and contributes to the literature by clarifying the equivocal findings, as well as uncovering the underlying mechanisms of the above relationship. The conclusion integrated the SCM with the green studies, and extends the process of spillover-crossover-spillover, which further supports the applicability of the SCM in the field of green management research. It provides a theoretical and practical reference for how to promote the green development of organizations from the perspective of family.
关键词
自愿工作场所绿色行为 /
绿色知识分享意愿 /
绿色知识分享能力 /
工作家庭人际资本化
Key words
voluntary workplace green behavior /
green knowledge sharing willingness /
green knowledge sharing ability /
work family interpersonal capitalization
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基金
*本研究得到国家自然科学基金项目（71802013）、国家自然科学基金项目（72172170）和教育部人文社科项目（17YJC630125）的资助
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