A visionary future for sustainability: exploring how and when green visionary leadership promotes employee green innovation

Purpose Drawing on self-determination theory (SDT), this study conceptualizes and empirically examines how and when green visionary leadership (GVL) stimulates employees’ green innovation (GI) in the workplace. Design/methodology/approach We collected 237 supervisor-employee matched multi-wave data from multiple organizations in China. The data were tested and analyzed using path analyses. Findings A significant relationship was found between GVL and GI, which was mediated by employees’ green passion (GP). Additionally, green value orientation (GVO) moderated both the direct relationship between GVL and GP and the indirect effect of GVL on employee GI via GP. Employees with stronger GVO were more likely to translate GVL into higher GI through increased GP. Practical implications Organizations should strengthen employees’ belief in green development, prioritize the recruitment, selection and training of leaders with GVL qualities, and foster a GVO among employees. This can enhance employees’ GP and ultimately drive GI within the organization. Originality/value This study develops an integrative model of GVL as central for organizational sustainability, focusing on GI. We apply SDT and identify GP as a mediator between GVL and GI, thus contributing to the understanding of psychological processes in GVL effectiveness. We also explore GVO as a boundary condition, providing insights into when GVL promotes GI. This advances research on leadership and green management literatures.