Drivers and outcomes of harmonious environmental passion: a self-determination theory approach in the hotel industry

Purpose Despite growing interest in employee-driven environmental sustainability in hospitality, limited research explains how personal, social and organizational factors jointly shape harmonious environmental passion (HEP) and how this passion translates into diverse green work outcomes. Drawing on self-determination theory (SDT), this study aims to develop and test a conceptual model that examines key antecedents and consequences of HEP among hotel employees. Design/methodology/approach Data were collected from frontline and supervisory employees working in four- and five-star hotels. A structured questionnaire was used, and the proposed model was tested using partial least squares structural equation modeling (PLS-SEM). Findings The results indicate that individual green values, personal environmental norms, nature connectedness (NC) and corporate environmental ethics positively influence HEP, while green psychological climate shows no significant effect. HEP positively affects in-role green behavior, extra-role green behavior, green voice behavior and green recovery performance. Proactive personality (PP) moderates the relationship between NC and HEP, such that the relationship is stronger among highly proactive employees. Practical implications Hotel managers can enhance employee-driven environmental sustainability by recruiting and developing employees with strong green values, reinforcing ethical environmental practices and strengthening employees’ connection with nature. Nature-related sustainability initiatives may be particularly effective among employees with higher PP. Originality/value This study applies SDT by integrating personal, social and organizational antecedents of HEP and by demonstrating its impact on both behavioral and performance-based green outcomes in hospitality settings.