Abstract: Faced with the increasing environmental pollution, the society has called organizations to take the environmental responsibility and adopt green management practice. Leaders, as the decision makers and monitors of organizational activities, have been considered to playing a crucial role in organizations’ green management by encouraging and fulfilling the green goals. Hence, some scholar applied traditional transformational leadership theory to the green management field and proposed the concept of green transformational leadership. Since its emergence, green transformational leadership has attracted many scholars’ attention and interests. Green transformational leadership refers to the leaders’ actions that motivate followers to strive for the organizational green vision and encourage followers to achieve green performance beyond the expectation. To date, some scholars adapted the Avolio and Bass’s (1995) MLQ to measure green transformational leadership by including some environmental words or sentences. Considering MLQ charges for use, some other scholars adapted the transformational leadership scale developed by Podsakoff et al.’s (1990) to create the measurement of green transformational leadership. Given the adaption of traditional transformational scale may reduce the reliability and cannot represent the construct comprehensively, Robertson (in press) reexamined the structure of green transformational leadership and developed a four-dimension scale, which includes environmental idealized influence, environmental inspirational motivation, environmental intellectual stimulation, environmental individualized consideration. Several studies have investigated the consequence of green transformational leadership and provided the empirical support for the green implication of green transformational leadership. Specifically, green transformational leadership has been found to facilitate followers’ green behavior, green creativity and organizational green behavior, green product development, and green innovation performance. The effect of green transformational leadership on follower green behavior is robust even after controlling for the effect of general transformational leadership. Further, social cognitive theory, affective event theory, self-determination theory, organizational identification and dynamic ability theory provides the theoretical explanation for the underlying mechanism of the green transformational leadership – green outcome relation. For example, social cognitive theory was used to explain the mediating role of green self-efficacy, green mindfulness and green conscious, affective event theory was used to explain the mediating role of pro-environmental harmonious passion, self-determination theory is used to explain the mediating role of autonomous motivation and controlled motivation, social identity theory is used to explain the mediating role of green organizational identity and dynamic ability theory was used to explain the mediating role of organizational green ability. Finally, we demonstrate four directions for future research. First, future research could integrate and compare the multiple ways through which green transformational leadership exert effects on green behavior, which can contribute to a more comprehensive understanding of the underlying mechanism. Second, we suggest future research to adopt a contingency approach and explore the moderating role of Chinese culture (collectivism and power distance) in the relationship between green transformational leadership and green behavior. Third, an actor perspective on the effect of transformational leadership on leaders themselves (i.e, leader well-being) needs to receive more attention. Finally, future research should devote efforts to identify the ways to develop green transformational leaders by exploring the antecedents of green transformational leadership.

Key words: Green transformational leadership, Environmental specific transformational leadership, Green behavior, Pro-environmental behavior.

摘要： 在环境问题日益严峻的当代背景下，社会各界愈发呼吁企业及其领导者履行环境责任。正因如此，绿色变革型领导在近几年逐渐成为一个前沿研究主题。绿色变革型领导是指领导者激励下属实现组织的绿色环保目标，鼓励下属取得超出预期水平的环保绩效。目前，研究发现，绿色变革型领导能够显著提升员工和企业的绿色行为、绿色创新。社会认知、情感事件、自我决定、社会认同和动态能力是解释上述关系的重要理论。最后，文章提出了一些展望供未来研究参考。

关键词: 绿色变革型领导，环境变革型领导， 绿色行为，环保行为