Employee green behavior is the key to achieving corporate environmental management goals and promoting sustainable development of enterprises. Based on the social exchange theory (SET), the study innovatively introduces organization-based self-esteem (OBSE) as a mediating variable to explore the mechanism of paternalistic leadership on employee green behavior (EGB), and simultaneously using power distance (PD) as a moderating variable to moderate the relationship between organization-based self-esteem and employee green behavior. We collected data from 305 employees at four resource-based enterprises in Jiangsu and Shanghai regions via offline survey method and used Smart-PLS 3.0 software to analyze the data and PLS-SEM method to support our model. Authoritarian leadership (AL) and benevolent leadership (BL) not only affect employee green behavior, but also affects employee organization-based self-esteem, while employee organization-based self-esteem also affects employee green behavior. This study concluded that authoritarian leadership is negatively related with employee green behavior and organization-based self-esteem plays a mediating role between authoritarian leadership and employee green behavior. Benevolent leadership is positively related with employee green behavior and organization-based self-esteem plays a mediating role between benevolent leadership and employee green behavior. In addition, power distance is positively moderates the relationship between organization-based self-esteem and employee green behavior. This study enriched the research results of paternalistic leadership, made up for the shortcomings in the field of employee green behavior research and provided reference and inspiration for future research on the relationship between paternalistic leadership and employee green behavior.

员工绿色行为是实现企业环境管理目标、促进企业可持续发展的关键。该研究基于社会交换理论（SET），创新性地引入组织自尊（OBSE）作为中介变量，探讨家长式领导对员工绿色行为（EGB）的作用机制，同时运用权力距离（PD）作为调节变量来调节基于组织的自尊与员工绿色行为之间的关系。我们通过线下调查的方式收集了江苏和上海地区四家资源型企业的305名员工的数据，并使用Smart-PLS 3.0软件对数据进行分析，并使用PLS-SEM方法来支持我们的模型。威权领导（AL）和仁慈领导（BL）不仅影响员工绿色行为，还会影响员工组织自尊，而员工组织自尊也会影响员工绿色行为。本研究得出结论：威权领导与员工绿色行为负相关，组织自尊在威权领导与员工绿色行为之间起中介作用。仁慈领导与员工绿色行为正相关，组织自尊在仁慈领导与员工绿色行为之间起中介作用。此外，权力距离正向调节组织自尊与员工绿色行为之间的关系。本研究丰富了家长式领导的研究成果，弥补了员工绿色行为研究领域的不足，为今后家长式领导与员工绿色行为关系的研究提供了参考和启发。