We delineate a dual-pathway process that links two different types of organizational identity to members’ engagement in sustainability-related behaviors. Specifically, we explain how organizations with a normative social identity and those with a utilitarian economic identity foster such engagement by specifying two distinct human resource management (HRM) practices (commitment- and transaction-based) and demonstrating the different mechanisms whereby this process unfolds. This endeavor informs the community of scholarship and practice on sustainability by opening up new avenues for research and offering implications for policy and practice regarding the ways by which sustainability behaviors of members (employees and managers) in organizations with seemingly opposing identities can be promoted.

我们描绘了一个双路径过程，将两种不同类型的组织身份与成员参与可持续发展相关的行为联系起来。具体来说，我们通过指定两种不同的人力资源管理 (HRM) 实践（基于承诺和基于交易）并展示这一过程展开的不同机制，解释了具有规范社会身份的组织和具有功利经济身份的组织如何促进这种参与。这项努力通过开辟新的研究途径并为政策和实践提供关于如何促进具有看似对立身份的组织中成员（员工和经理）的可持续发展行为的方式，从而为可持续发展的学术和实践社区提供信息。