In pursuit of counteracting today's environmental problems, corporate management will have to implement organizational changes factoring in sustainability, which is why it is important to understand exactly what leads managers to initiate these changes. It has been established that managers' personal values are critical for their behavior and that threats to these values can mobilize managers to change their actions. However, when confronted with environment-related threats, managers may face value conflicts and various tensions between their aim to implement sustainable changes and their desire to fulfill business requirements of their job positions. Only recently have researchers begun to investigate the underlying beliefs that may lead managers to initiate organizational change toward sustainability. Borrowing theoretical assumptions from the domain of health psychology (from the well-established health belief model), the present conceptual article develops an environmental belief model that specifies when exactly threats lead managers to initiate organizational change. The environmental belief model proposes that environment-related threats trigger change (i) when managers believe that their firms are susceptible to these threats, (ii) the threats are considered as serious for the company, (iii) the perceived benefits of the change outperform (iv) the perceived barriers, and when there is (v) an external cue (e.g., an information campaign). All these propositions are supported with empirical findings from business contexts. Besides theoretical advancement on the role of environmental threats as precipitators of organizational change, the model provides guidance on how to frame environment-related threats that will mobilize managers for organizational change toward sustainability.

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威胁何时会动员管理者进行组织变革以实现可持续发展？环境信念模型

为了应对当今的环境问题，企业管理层必须实施考虑可持续性的组织变革，这就是为什么重要的是要准确了解是什么导致经理发起这些变革。已经确定，管理者的个人价值观对他们的行为至关重要，对这些价值观的威胁可以动员管理者改变他们的行为。然而，当面对与环境相关的威胁时，管理者可能会面临价值冲突和各种紧张关系，即实施可持续变革的目标与满足其工作岗位业务要求的愿望。直到最近，研究人员才开始调查可能导致管理者发起组织变革以实现可持续发展的潜在信念。借用健康心理学领域的理论假设（来自完善的健康信念模型），本概念文章开发了一个环境信念模型，该模型具体说明威胁何时会导致管理者发起组织变革。环境信念模型提出，与环境相关的威胁会触发变革 (i) 当管理者认为他们的公司容易受到这些威胁的影响，(ii) 威胁被认为对公司来说是严重的，(iii) 变革的感知收益超过(iv) 感知障碍，以及何时存在 (v) 外部线索（例如，信息运动）。所有这些主张都得到了商业环境中的实证结果的支持。除了关于环境威胁作为组织变革的促成因素的作用的理论进步之外，