The paradigm shift in corporate environmentalism indicates the influx of dynamic, sophisticated, yet energy-efficient green production/management practices across global business firms. Even though there is radical growth in the studies encompassing employee green-behavior, a scarcity of work exists on how employee empowerment on environmental matters enables employees' environmental-organization citizenship behavior. Therefore, the current study initially analyzes how green employee empowerment, which is the autonomy at work for eco-related tasks, delegating accountability, and encouraging employee participation in environmental decision-making, independently enhances environmental-organization citizenship behavior (measured in terms of eco-initiatives, eco-civic engagement and eco-helping behavior) of 542 service-sector employees in India. Further, the mediation analysis reveals that employees' environmental commitment and green job satisfaction positively, parallelly and partially mediate the significant direct relationship of green empowerment on environmental-organization citizenship behavior, a newly tested phenomenon. Additionally, this work establishes the moderation effect of ‘individual green values’ of employees within technology-enabled service industries, wherein the indirect effects of green empowerment on the dependent variable through both mediators are more significant at higher levels of the moderator, supporting the moderated-mediation hypotheses. The model offers premium theoretical insights into self-determination theory, and supplies-values fit theory by contributing a new variable, “employee green empowerment” which has not been empirically established in green-behavior literature. Also, by integrating environmental management into the human resource management (employee empowerment) domain, the model practically encourages management/policy-makers to promote environmental autonomy for enhancing employees’ green attitude and eco-behavior, thereby meeting organizational environmental sustainability goals.

企业环保主义的范式转变表明全球商业公司涌入了动态、复杂但节能的绿色生产/管理实践。尽管围绕员工绿色行为的研究有了根本性的增长，但关于员工在环境问题上的授权如何促进员工的环境组织公民行为的研究仍然很少。因此，本研究初步分析了绿色员工赋权，即在工作中与生态相关的任务的自主权，下放责任，鼓励员工参与环境决策，如何独立增强环境组织公民行为（以生态为衡量标准）。 -印度 542 名服务部门员工的倡议、生态公民参与和生态帮助行为）。此外，中介分析表明，员工的环境承诺和绿色工作满意度正向、平行和部分地中介了绿色授权对环境组织公民行为的显着直接关系，这是一个新测试的现象。此外，这项工作确立了技术支持服务行业员工“个人绿色价值观”的调节作用，其中绿色赋权通过两个中介对因变量的间接影响在调节者的较高水平上更为显着，支持调节- 中介假设。该模型通过贡献一个新变量，为自决理论和供应价值匹配理论提供了优质的理论见解，“员工绿色赋权”尚未在绿色行为文献中根据经验建立。此外，通过将环境管理纳入人力资源管理（员工赋权）领域，该模型实际上鼓励管理层/决策者促进环境自主权，以增强员工的绿色态度和生态行为，从而实现组织环境可持续性目标。