Purpose

The purpose of this study was to theorize and examine a Pygmalion perspective in how leader and coworker expectations predict in-role and ex-role employee green behavior (EGB).

Design/methodology/approach

Using a time-lagged field study, data were collected from a sample of 71 leaders and 340 members to examine the hypothesized relationships with a multilevel model (group level and individual level).

Findings

The results showed that leader green behavior and self-efficacy for EGB (i.e. the Pygmalion process) mediate the relationship between leader expectations and EGB, while self-efficacy mediates the relationship between coworker expectations and EGB. In addition, this study found that the effect of coworker expectations and EGB via self-efficacy is stronger when leaders themselves demonstrate a higher level of green behavior.

Originality/value

This study also aims to provide a multilevel theory and investigates the interplay between multilevel variables in encouraging EGB. It also extends previous EGB literature through investigating a different process (i.e. the Pygmalion process) relating leader expectations for EGB to EGB. Moreover, this study develops implications of Pygmalion process on EGB from theoretical and practical perspectives.

中文翻译：

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塑造员工绿色行为：具有皮格马利翁效应的多层次方法

目的

本研究的目的是理论化和检验皮格马利翁的观点，即领导者和同事的期望如何预测角色内和前角色员工的绿色行为 (EGB)。

设计/方法/方法

使用时间滞后的实地研究，从 71 名领导者和 340 名成员的样本中收集数据，以检查与多层次模型（团体层次和个人层次）的假设关系。

发现

结果表明，领导者绿色行为和EGB的自我效能感（即皮格马利翁过程）在领导者期望与EGB之间起中介作用，而自我效能感在同事期望与EGB之间起中介作用。此外，本研究发现，当领导者自己表现出更高水平的绿色行为时，同事期望和 EGB 通过自我效能的影响更强。

原创性/价值

本研究还旨在提供一个多层次理论，并研究多层次变量在鼓励 EGB 中的相互作用。它还通过研究将领导者对 EGB 的期望与 EGB 相关联的不同过程（即皮格马利翁过程）扩展了以前的 EGB 文献。此外，本研究从理论和实践的角度发展了皮格马利翁过程对 EGB 的影响。