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Kore University of Enna
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Prof. Dr. Gabriela Topa
Social and organizational Psychology, Universidad Nacional de Educacion a Distancia
Spain

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Home > Archives > Vol. 10 No. 12 (2025): Publishing > Research Articles
ESP-4331

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2025-12-19

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Vol. 10 No. 12 (2025): Publishing

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Research Articles

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Copyright (c) 2025 Yidan Xu

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How to Cite

Xu, Y. (2025). Under the background of zero-carbon transformation, the collaborative mechanism between the low-carbon atmosphere of enterprises and employees’ environmental identity recognition. Environment and Social Psychology, 10(12), ESP-4331. https://doi.org/10.59429/esp.v10i12.4331
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Under the background of zero-carbon transformation, the collaborative mechanism between the low-carbon atmosphere of enterprises and employees' environmental identity recognition

Yidan Xu

Columbia University, New York, NY 10027-6902, USA


DOI: https://doi.org/10.59429/esp.v10i12.4331


Keywords: zero-carbon transition; corporate low-carbon culture; employee environmental identity; collaborative mechanism


Abstract

To reveal the interactive patterns between corporate low-carbon climate and employee environmental identity in the context of zero-carbon transformation, this study adopts a mixed research method combining case studies and questionnaire surveys. Taking zero-carbon transformation enterprises in the new energy, high-end manufacturing, and chemical industries as case subjects, 122 valid questionnaire data were collected simultaneously. The collaborative mechanism between the two was verified through qualitative coding and quantitative regression analysis. The results indicate that the cognitive, institutional, and behavioral dimensions of corporate low-carbon climate differentially positively drive the identity cognition, identity emotion, and identity behavioral intention dimensions of employee environmental identity. Among them, cognitive climate has the strongest driving effect on identity cognition, institutional climate on identity emotion, and behavioral climate on identity behavioral intention. Employee environmental identity has a reverse feedback effect on corporate low-carbon climate, with identity cognition having the strongest feedback effect on cognitive climate, identity emotion on institutional climate, and identity behavioral intention on behavioral climate. The two form a collaborative closed loop through positive driving and reverse feedback, and employee education level, job type, and enterprise industry attributes and scale significantly modulate the synergistic effect. The research conclusion provides theoretical basis and practical reference for enterprises to strengthen employee environmental identity and enhance the efficiency of zero-carbon transformation through the construction of a low-carbon climate.


References

[1]. 1.Yu Qun, Guo Zhenyu, Wang Shiwen & Liu Rongbo (2025). Exploration and Practice of Green and Low-Carbon Transformation Paths for Refining and Chemical Enterprises. Petroleum Refining and Chemical Engineering, 56(08), 1-6

[2]. 2.Ding Fanlin & Zhao Wenjie (2025). Research on the Impact of Corporate ESG Performance on Urban Green and Low-Carbon Development from the Perspective of New Productive Forces: Empirical Evidence from Chinese A-Share Listed Companies. Journal of Xiamen University (Philosophy and Social Sciences Edition), 75(04), 26-38

[3]. 3.Zheng Jiajia & Zhao Ruolin (2025). Have low-carbon city pilot policies promoted the development of renewable energy? Evidence from renewable energy enterprises. Technological Economics, 44(07), 120-134

[4]. 4.Manu Sharma,Deepak Kaushal,Sudhanshu Joshi & Sunil Luthra.(2025).Resilience Through Low‐Carbon Supply Chain Integration in Industry 4.0‐Led Firms: A Moderated‐Mediation Effect of Supplier Environmental Commitment.Business Strategy and the Environment,34(4),4679-4694.

[5]. 5.Su Zhancai & Li Gang (2024). Theoretical mechanism and countermeasure suggestions of zero-carbon finance empowering enterprises' green transformation. Price Theory and Practice, (11), 32-37+223

[6]. 6.Simone Cenci & Samuel Tang.(2024).Addressing companies’ low-carbon transition challenges requires diversified investments in environmental initiatives.Climatic Change,177(11),161-161.

[7]. 7.Simeon E. O.,Hongxing Y. & Sampene A. K..(2024).The role of green finance and renewable energy in shaping zero-carbon transition: evidence from the E7 economies.International Journal of Environmental Science and Technology,21(10),7077-7098.

[8]. 8.Cheng Runting, Zhang Yongjun, Li Lihai, Ding Maosheng, Lin Jingchun, Zhang Chunfeng & Han Yongxia (2024). Research on the construction of a near-zero carbon manufacturing system under the carbon border adjustment mechanism. China Engineering Science, 26(01), 68-79

[9]. 9.Zhao Bo (2021). Career capital and professional success of knowledge workers: the role of identity assimilation and organizational adaptability strategies. Research on Financial and Economic Issues, (10), 112-121

[10]. 10.Zhang Guangsheng & Liu Haojie (2021). The happiness effect of employee human capital and intergenerational differences. Business Research, (01), 96-104.



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