22 CHAPTER II LITERATURE REVIEW This chapter lays the foundation for an extensive exploration of employee green behavior (EGB) within the Indonesian coal mining sector, investigating into its multifaceted dimensions. It embarks on an exploration of underlying theories that constitute the framework of this study, aiming to untangle the intricacies of EGB. Subsequently, the chapter situates the research within the distinctive context of the coal mining industry, offering a contextual lens to understand EGB dynamics. It further conducts a meticulous review of existing literature to identify prevalent gaps and discernible trends in comprehending EGB. This systematic examination of prior studies helps pinpoint the specific nuances that necessitate exploration in this study. Lastly, the chapter introduces the theoretical framework and hypotheses, establishing a robust foundation that steers subsequent analyses and interpretations. By integrating diverse theoretical perspectives, this chapter sets the stage for a comprehensive exploration of the motivations, cognitive processes, and determinants shaping environmentally responsible actions within the Indonesian coal mining sector. II.1 Underlying Theories In this section, digging into underlying theories becomes pivotal for unraveling the intricate nature of EGB within the Indonesian coal mining sector. These foundational theories serve as a compass, guiding a comprehensive understanding of the multifaceted dimensions that shape EGB. The exploration begins by defining EGB, providing an encompassing overview of its diverse manifestations within workplace settings. As the exploration progresses, it navigates through several theoretical frameworks. It commences with the Theory of Planned Behavior (TPB), elucidating the significant role played by attitudes, subjective norms, and PBC in shaping behavioral intentions. Moreover, alongside TPB, the Value-Identity- Personal Norm (VIP) model adds depth, integrating personal values, identity, and norms to comprehend their influence on environmentally conscious actions. Furthermore, this section explores organizational identification (OI), psychological capital (PsyCap), and GHRM, encapsulating the organizational dimensions that 23 intricately influence the dynamics of EGB. Each theoretical domain offers a unique perspective, providing lenses to interpret and analyze the multifaceted landscape of EGB within the distinctive realm of the Indonesian coal mining sector. II.1.1 Employee Green Behavior Employee green behavior (EGB) represents a purposeful commitment within the workplace aimed at mitigating the ecological footprint of human activities (Norton et al., 2015; Ones & Dilchert, 2012) This encompasses a spectrum of deliberate actions, such as water and energy conservation, sustainable resource utilization, waste reduction, and active involvement in recycling initiatives (Norton et al., 2015; Stern et al., 1999). EGB’s dimensions are notably categorized into two facets: task green behavior (TGB) and voluntary green behavior (VGB) (Norton et al., 2015). TGB signifies actions within the purview of prescribed job roles, aligning with organizational expectations, while VGB transcends these requisites, showcasing individual initiatives toward environmental stewardship (Norton et al., 2015) The literature on EGB in Indonesia underscores its multifaceted nature and implications for organizational sustainability. Studies by (Andjarwati et al., 2019), (Suharti & Sugiarto, 2020), and Noor et al. (2023) highlight the role of GHRM practices, organizational culture, and leadership styles in shaping EGB and enhancing organizational performance.