隨著企業永續發展與環境責任議題越來越受關注，企業在推動永續時，除了依靠制度與政策，也需要員工在日常工作中實際展現綠色行為。然而員工是否願意主動投入環保相關行動，往往不只是受到規範要求影響，也與領導者如何帶領、員工是否理解自身工作的環境意義，以及是否對組織的環境目標產生責任感有關。因此，本研究將焦點放在領導者與員工之間的互動關係，從員工心理歷程的角度，探討綠色責任型領導、綠色工作意義、綠色心理擁有感、綠色組織公民行為與綠色主動行為之間的關係。
本研究採用問卷調查法進行資料蒐集，以具工作經驗之員工為研究對象。在回收 366 份問卷中，扣除 25 份無效樣本後，最終取得 341 份有效問卷。隨後運用SPSS Statistics 27 與 SmartPLS 4.1.1.8 工具協助資料的處理與統計分析。研究結果顯示，綠色責任型領導對綠色工作意義與綠色心理擁有感皆具有正向影響；綠色工作意義對綠色組織公民行為與綠色主動行為皆具有正向影響；綠色心理擁有感對綠色組織公民行為與綠色主動行為亦皆具有正向影響。此外，在中介效果方面，研究結果顯示，綠色工作意義與綠色心理擁有感在綠色責任型領導與員工綠色行為之間皆具有中介效果，亦即綠色責任型領導可透過提升員工的綠色工作意義與綠色心理擁有感，進一步正向影響其綠色組織公民行為與綠色主動行為。
因此，本研究建議企業在推動永續管理時，除了建立環境政策與相關制度，也應重視領導者在日常工作中所扮演的引導角色。透過具環境責任意識的領導方式，協助員工理解自身工作與環境永續之間的連結，並強化其對綠色工作的意義感與組織環境目標的心理擁有感，進而促進員工展現自發性與改變導向的綠色行為。

As corporate sustainability and environmental responsibility continue to receive growing attention, organizations pursuing sustainable development must go beyond institutional policies and formal regulations. They also need to create a workplace environment in which employees are willing to engage in green behaviors in their daily work. However, employees’willingness to participate in environmentally related actions is not shaped only by formal requirements. It is also influenced by how supervisors guide their teams, whether employees recognize the environmental meaning of their work, and whether they develop a sense of responsibility toward organizational environmental goals. Therefore, this study focuses on the supervisor–employee relationship and examines the relationships among green responsible leadership (GRL), green work meaning (GWM), green psychological ownership(GPO), green organizational citizenship behavior for the environment (GOCBE), and green proactivity (GP) from the perspective of employees’ psychological processes.
This study employed a questionnaire-based survey to collect data from employees with work experience. A total of 366 questionnaires were collected. After excluding 25 invalid responses, 341 valid responses were retained for analysis. The data were analyzed using SPSS Statistics 27 and SmartPLS 4.1.1.8. The findings show that GRL positively influences both GWM and GPO. In turn, GWM has positive effects on both GOCBE and GP, and GPO also has positive effects on these two outcome variables. Regarding mediation effects, the results indicate that GWM and GPO mediate the relationships between GRL and employees’green behaviors, supporting the parallel mediation framework proposed in this study. These findings suggest that GRL may enhance employees’ green behaviors by strengthening their GWM and GPO, thereby contributing to both GOCBE and GP.
Based on these findings, this study suggests that organizations seeking to promote sustainable management should not rely solely on environmental policies, regulations, or formal management systems. Instead, they should also pay attention to the guiding role of supervisors in daily workplace interactions. By demonstrating environmentally responsible leadership behaviors, supervisors can help employees better understand the connection between their work and environmental sustainability, strengthen their GWM, and reinforce their GPO toward organizational environmental goals. As a result, employees may be more likely to engage in both voluntary and change-oriented green behaviors.

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