Effects of green fit on organizational identification: A comparison in the different organizational cultures

This study, in which quantitative and qualitative research paradigms are followed together, was conducted to show how environmental consciousness at the individual level, the internalization of green practices at the organizational level, and organizational identification reveal a pattern in the different organizational cultures. Data were collected using questionnaires in the quantitative research paradigm, and interviews where the qualitative research paradigm was followed. While quantitative research findings were analyzed with the independent samples test, qualitative research findings were subjected to content analysis. Quantitative research findings indicate that identification is higher in companies where the ownership structure consists of only domestic partners than in companies with foreign and domestic partners. Content analysis indicates that green fit, which develops in terms of environmentalism at the individual and organizational level, does not make a difference in terms of organizational identification. As a result of the analyzes carried out to reveal the relationship between the adaptation of green organizational practices and the organizational cultures defined by Trompenaar, it was concluded that there is a partial relationship between organizational culture types and green organizational practices. Green organizational practices were found to be below the moderate level in Company 1 with the Eiffel Tower culture. It has been observed that organizational practices are at a high level in Company 2, where Eiffel Tower and Family Type culture are adopted together, but employee-oriented is relatively higher. It was observed that the Eiffel Tower and Family Type culture, where being business-oriented came to the fore a little more, were adapted together in Company 3, and green organizational practices were adapted below the moderate level. Keywords: Environmentalism at the micro level, Green organizational practices, Organizational identification, Organizational culture, Green fit