The fundamental research question in the present study is whether perceived environmental management practices relate to employees' organizational identification. Specifically, it is hypothesized that this relationship is mediated by employees' environmental attitudes. The corresponding research model adopts a multi-theoretical approach that combines two different theoretical lenses. Goal-framing theory is introduced to predict whether perceived environmental management practices affect employees' environmental attitudes, while green-person-organization fit is applied to explain the relationship between employees' environmental attitudes and organizational identification. The research model was tested using a cross-sectional research design with data from 206 employees from tourist service companies in Germany. The results, which largely support the research model, shed light on a thus far unexplored mechanism that mediates individual reactions to organizational practices and contrasts the more established proposition that employees first identify with their organization before they develop attitudes that are in accordance with corresponding ingroup norms. Implications for both research and practice are discussed.

中文翻译：

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将环境管理与员工的组织认同联系起来：环境态度的中介作用

本研究的基本研究问题是感知的环境管理实践是否与员工的组织认同有关。具体来说，假设这种关系是由员工的环境态度介导的。相应的研究模型采用了结合两种不同理论视角的多理论方法。引入目标框架理论来预测感知的环境管理实践是否会影响员工的环境态度，同时应用绿色-人-组织拟合来解释员工的环境态度与组织认同之间的关系。该研究模型采用横断面研究设计进行了测试，数据来自德国旅游服务公司的 206 名员工。结果，这在很大程度上支持了该研究模型，揭示了一种迄今为止尚未探索的机制，该机制可以调节个人对组织实践的反应，并对比更成熟的主张，即员工在形成符合相应内群体规范的态度之前首先认同他们的组织。讨论了对研究和实践的影响。