Green Organizational System and Organizational Identification: The Roles of Career Ecological Fit and Environmental Concern

ABSTRACT This study examines how a green organizational system (GOS) shapes employees' organizational identification. Drawing on person‐environment fit theory and organizational identification research, we conceptualize GOS as a distinct system‐level construct comprising aligned green leadership, culture, and HRM practices. We argue that GOS provides coherent environmental cues that make sustainability commitments visible, credible, and relevant to employees' longer‐term career judgments. Accordingly, career ecological fit is the key psychological mechanism linking GOS to identification, and employees' environmental concern weakens this relationship because highly concerned employees rely more on internalized standards than organizational cues. Using a two‐wave, multi‐source survey of 366 matched employee–supervisor dyads across 55 subsidiaries of multinational enterprises in China, we find support for the hypothesized mediation and moderated effects. The study contributes by introducing GOS as a system‐level green management construct, identifying career ecological fit as its key mechanism, and specifying when these effects weaken.