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Pro-Environmental Behavior (PEB) of residents can greatly alleviate the threat of environmental pollution to human living environment and promote sustainable development of the society. Cross-cultural studies show that there are significant differences in PEB among countries with different cultural backgrounds. Even within the same country or region, individual cultural values are not identical. So, can various individual cultural values impact PEB differently? To answer this question, this paper investigates the mechanism on how cultural value differences affect residents' PEB, based on Hofstede's cultural model. Following an analysis of 475 questionnaires from residents, the results show that Hofstede's five dimensions of cultural value can significantly impact public-and/or private-sphere PEB. Among them, collectivism and long-term orientation of residents have positive effects on both public-and privatesphere PEB and uncertainty avoidance has a negative impact. Besides, masculinity only affects the public-sphere PEB, and power distance affects neither private-nor public-sphere PEB. In addition, three social-demographic characteristics including gender, age, and educational level have a significant moderating effect on the relationship between cultural values and PEB. These findings can provide useful recommendations for policy makers to draft PEB guidelines and incentive policies based on the differences in cultural values of their residents.

The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.