Background and Objective: With the intensification of climate crises, the ecological behavior of employees has become the driving force of organizational sustainability. This necessity is of strategic importance in the metropolis of Ahvaz, due to the acute environmental and industrial challenges. The realization of these behaviors requires, more than formal requirements, the internalization of green culture and strengthening organizational commitment to institutionalize voluntary environmental actions in the context of this region. In this regard, the aim of the present study is to rank the factors affecting the ecological behavior of employees in Ahvaz with an emphasis on commitment and green culture.
Methodology: The present research is of an applied type and is descriptive-analytical in terms of methodology. In the first step, by systematically monitoring theoretical literature and international experiences, key indicators promoting green behaviors were extracted. In the operational phase, to analyze the network of internal relationships and determine the final weight of the criteria, the DANP hybrid multi-criteria decision-making approach (combination of DEMETL and ANP) was used. Finally, using the opinions of the expert panel (consisting of 50 environmental management and human resources experts), the final ranking of the indicators was developed to present a native model that is consistent with the industrial ecosystem of Ahvaz.
Results and Findings: The results of the study showed that green organizational culture is the main foundation of ecological behavior in Ahvaz, and the indicators of "green learning" and "awareness of the micro-dust crisis" have the highest priority in the behavioral transformation of employees. Based on the Dematel and Supermatrix analysis, tangible symbols and managerial values are considered as causal factors, the main drivers of the formation of emotional commitments and innovative (deflective) behaviors in the organization. Also; the findings indicate that organizational pride and recognition of the depth of the environmental disaster have a much greater impact on improving ecological performance than external rewards or mandatory laws. Finally, success in ranking the factors affecting the green behavior of Ahvaz employees does not depend on coercion, but on specialized climate training and institutionalizing identity links with the organization's environmental goals.