The Formation of Eco-centric Organizational Citizenship Behavior through Organizational Socialization: The Mediating Roles of Knowledge Sharing and Role Clarity: Case Study: Department of Environmental Protection, Ilam Province

Introduction
Environmental organizations, as specialized institutions for the protection of natural resources and the sustainability of ecosystems, need employees more than many organizations who, in addition to performing official duties, demonstrate voluntary and responsible behaviors in line with environmental goals. This type of behavior, known in the new literature as eco-friendly citizenship behavior, plays an important role in improving the effectiveness of conservation programs and the quality of performance of environmental organizations. Despite the importance of this issue, the mechanisms of formation of these behaviors in the context of intra-organizational processes, especially the role of organizational socialization and its related mediating variables, have been less comprehensively investigated. A review of the literature shows that most studies have addressed the direct relationships between variables and have paid less attention to the role of cognitive and interactive mechanisms such as knowledge sharing and role transparency, especially in the context of Iranian environmental organizations. Therefore, the present study aimed to explain the formation of employees' eco-friendly citizenship behavior under the influence of organizational socialization and considering the mediating role of knowledge sharing and role transparency. The innovation of the study is in presenting an integrated model and its empirical test in the context of the Environmental Protection Organization, which can partially cover the knowledge gap in this field.
 
Methodology
The present study is applied in terms of purpose and descriptive-correlational in terms of method based on structural equation modeling. The research approach is quantitative and deductive, and the analysis of relationships between variables was carried out using the partial least squares method. The statistical population consisted of 151 official, contract, and contractual employees of this department in 2025, who were surveyed by census method and 148 complete questionnaires were collected. The data collection tools included the organizational socialization questionnaires of Hauter et al. (2003), Hsu's knowledge sharing (2008), Sawyer's role clarity (1992), and Lee and Allen's (2002) biocentric citizenship behavior, and their reliability was calculated with Cronbach's alpha for the variables of organizational integration, knowledge sharing, job role clarity, and biocentric citizenship behavior as 0.87, 0.82, 0.87, and 0.91, respectively. Data analysis was performed using structural equation modeling and partial least squares method in SmartPLS software. Convergent validity and reliability of the constructs were confirmed with factor loading indices, Cronbach's alpha, and composite reliability. Data normality test showed that the distribution of variables was non-normal; therefore, the use of PLS-SEM method was justified. Data analysis was performed with SmartPLS4 software, and to examine the role of mediator, in addition to path coefficients and VAF index, Sobel test was also used. Model fit was evaluated with R², Q², effect size, and GOF indices, all of which indicated a strong fit of the model.
 
Findings
The results showed that organizational integration directly has a significant effect on biocentric citizenship behavior (β=0.276, t=6.078), knowledge sharing (β=0.836, t=53.676), and job role clarity (β=0.868, t=68.829). Also, knowledge sharing (β=0.299, t=6.297) and job role clarity (β=0.294, t=7.095) directly have an effect on biocentric citizenship behavior, and their mediating role in the relationship between organizational integration and citizenship behavior was confirmed (knowledge sharing: β=0.250, t=6.282; job role clarity: β=0.342, t=6.931). Accordingly, extracurricular behaviors of environmental employees are strengthened when organizational integration is accompanied by the development of knowledge interactions and role clarity. In comparing the path coefficients, role clarity was the strongest predictor of biocentric citizenship behavior. The determination coefficients for endogenous constructs were at a strong level (about 0.70 to 0.85), which indicates the high explanatory power of the model. The predictive relationship indices and effect size were also assessed as appropriate. The mediator role test showed that knowledge sharing and role clarity have a partial mediating role in the relationship between organizational socialization and biocentric citizenship behavior; so that the VAF index for knowledge sharing was about 0.47 and for role clarity was about 0.55. The results of the Sobel test also confirmed the significance of the indirect effects. In general, all direct and mediating hypotheses of the study were confirmed and the conceptual model had appropriate empirical support.
 
Discussion and Conclusion
The research findings showed that the formation of employees' bio-oriented citizenship behavior is rooted in intra-organizational processes rather than being solely the result of individual characteristics. Organizational socialization provides the initial context for the emergence of voluntary bio-oriented behaviors through the transmission of values, norms, and expectations, but this effect is mainly realized through interactive and cognitive mechanisms. The significant role of knowledge sharing shows that the flow of specialized and empirical knowledge in the organization strengthens the sense of cooperation and environmental responsibility. Also, the prominence of the role of role transparency indicates that the clarity of tasks, expectations, and authority limits reduces role ambiguity and conflict and increases the scope for employees' voluntary participation in activities beyond their official duties. The innovation of the research lies in redefining citizenship behavior in the form of bio-oriented behavior and presenting a mediator-oriented model in the context of an environmental organization. From a practical perspective, the results emphasize the need to design structured socialization programs, strengthen knowledge sharing systems, and clarify roles in environmental organizations. These measures can lead to increased employee voluntary participation and improved environmental performance of the organization.