The goal of this study is to promote the use of green human resource management (HRM) in Indonesia, as previous research has shown that it can enhance both business profitability and possibly quality of life. Organizations compete with one another to hire, acquire, and retain the best personnel as a result of new businesses joining the market. The study aims to examine the relationship between pro-environmental behavior among employees and green human resource management (HRM) practices in Indonesia, focusing on the mediating function of job satisfaction. Employee information from Indonesia’s public and private sectors was gathered via a questionnaire. SEM, or structural equation modeling, was used to evaluate research hypotheses. The study emphasizes the value of green HRM practices in encouraging environmentally conscious behavior among staff members. Organizations can foster sustainable behavior and a culture of environmental responsibility by integrating employees into sustainability projects, conducting environmental training, and coordinating HRM practices with ecological goals. This enables companies to retain competent and competitive workers, which is crucial now.
References
[1]
Ababneh, O. M. A. (2021). How Do Green HRM Practices Affect Employees’ Green Behaviors? The Role of Employee Engagement and Personality Attributes. JournalofEnvironmentalPlanningandManagement,64, 1204-1226. https://doi.org/10.1080/09640568.2020.1814708
[2]
Agyabeng-Mensah, Y., Afum, E., Acquah, I. S. K., Dacosta, E., Baah, C., & Ahenkorah, E. (2020). The Role of Green Logistics Management Practices, Supply Chain Traceability and Logistics Ecocentricity in Sustainability Performance. TheInternationalJournalofLogisticsManagement,32, 538-566. https://doi.org/10.1108/ijlm-05-2020-0187
[3]
Ahel, O., & Schirmer, M. (2022). Education for Sustainable Development through Research-Based Learning in an Online Environment. InternationalJournalofSustainabilityinHigherEducation,24, 118-140. https://doi.org/10.1108/ijshe-07-2021-0305
[4]
Ahmad, S. (2015). Green Human Resource Management: Policies and Practices. CogentBusiness&Management,2, Article 1030817. https://doi.org/10.1080/23311975.2015.1030817
[5]
Ashton, W., Russell, S., & Futch, E. (2017). The Adoption of Green Business Practices among Small US Midwestern Manufacturing Enterprises. JournalofEnvironmentalPlanningandManagement,60, 2133-2149. https://doi.org/10.1080/09640568.2017.1281107
[6]
Ayoun, B., Eyoun, K., Chen, H., & Arasli, F. (2022). Mapping the Relationships between Hotel Employees’ Perceptions of Performance Appraisal Fairness, Satisfaction, and Psychological Contract. JournalofHumanResourcesinHospitality&Tourism,21, 593-618. https://doi.org/10.1080/15332845.2022.2106618
[7]
Babbie, E. R. (2016). The Practice of Social Research. Cengage Learning.
[8]
Becker, B. E., & Huselid, M. A. (2006). Strategic Human Resources Management: Where Do We Go from Here? JournalofManagement,32, 898-925. https://doi.org/10.1177/0149206306293668
[9]
Cherian, J., & Jacob, J. (2012). Green Marketing: A Study of Consumers’ Attitude Towards Environment Friendly Products. AsianSocialScience,8, 117-126. https://doi.org/10.5539/ass.v8n12p117
[10]
Cincera, J., & Krajhanzl, J. (2013). Eco-schools: What Factors Influence Pupils’ Action Competence for Pro-Environmental Behaviour? JournalofCleanerProduction,61, 117-121. https://doi.org/10.1016/j.jclepro.2013.06.030
[11]
Crucke, S., Kluijtmans, T., Meyfroodt, K., & Desmidt, S. (2022). How Does Organizational Sustainability Foster Public Service Motivation and Job Satisfaction? The Mediating Role of Organizational Support and Societal Impact Potential. PublicManagementReview,24, 1155-1181. https://doi.org/10.1080/14719037.2021.1893801
[12]
DuBois, C. L. Z., & Dubois, D. A. (2012). Strategic HRM as Social Design for Environmental Sustainability in Organization. HumanResourceManagement,51, 799-826. https://doi.org/10.1002/hrm.21504
[13]
Dumont, J., Shen, J., & Deng, X. (2016). Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values. HumanResourceManagement,56, 613-627. https://doi.org/10.1002/hrm.21792
[14]
Guerci, M., Decramer, A., Van Waeyenberg, T., & Aust, I. (2019). Moving Beyond the Link between HRM and Economic Performance: A Study on the Individual Reactions of HR Managers and Professionals to Sustainable HRM. JournalofBusinessEthics,160, 783-800. https://doi.org/10.1007/s10551-018-3879-1
[15]
Hair, J., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2014). APrimeronPartialLeastSquaresStructuralEquationModeling (PLS-SEM). SAGE.
[16]
Hameed, Z., Khan, I. U., Islam, T., Sheikh, Z., & Naeem, R. M. (2020). Do Green HRM Practices Influence Employees’ Environmental Performance? InternationalJournalofManpower,41, 1061-1079. https://doi.org/10.1108/ijm-08-2019-0407
[17]
Hicklenton, C., Hine, D. W., & Loi, N. M. (2019). Does Green-Person-Organization Fit Predict Intrinsic Need Satisfaction and Workplace Engagement? FrontiersinPsychology,10, Article 2285. https://doi.org/10.3389/fpsyg.2019.02285
[18]
Kellner, A., Cafferkey, K., & Townsend, K. (2019). Ability, Motivation and Opportunity Theory: A Formula for Employee Performance? In K. Townsend et al. (Eds.), ElgarIntroductiontoTheoriesofHumanResourcesandEmploymentRelations (pp. 311-323). Edward Elgar Publishing. https://doi.org/10.4337/9781786439017.00029
[19]
Khan, M. H., & Muktar, S. N. (2020). A Bibliometric Analysis of Green Human Resource Management Based on Scopus Platform. CogentBusiness&Management,7, Article 1831165. https://doi.org/10.1080/23311975.2020.1831165
[20]
Kim, Y. J., Kim, W. G., Choi, H., & Phetvaroon, K. (2019). The Effect of Green Human Resource Management on Hotel Employees’ Eco-Friendly Behavior and Environmental Performance. InternationalJournalofHospitalityManagement,76, 83-93. https://doi.org/10.1016/j.ijhm.2018.04.007
[21]
Kivinda, M. P., Su, Q., Hau, H. T., & Hashmi, H. B. A. (2021). Green HRM for Employer Branding: Evidence from ISO 14001 EMS Certified Firms. TheJournalofDevelopingAreas,55, 393-409. https://doi.org/10.1353/jda.2021.0071
[22]
Kuo, C., Ye, Y., Chen, M., & Chen, L. H. (2019). Proactive Personality Enhances Change in Employees’ Job Satisfaction: The Moderating Role of Psychological Safety. AustralianJournalofManagement,44, 482-494. https://doi.org/10.1177/0312896218818225 https://journals.sagepub.com/doi/full/10.1177/0312896218818225?casa_token=L7-qOXtl8icAAAAA%3AUPhO_M3dGXwiDPkQwOEdacUF17UIrzQhN-ml-3QyEbfTbs6IWkPCBuD4zg1afI9OIe7fVfKtsgJYvU4
[23]
Li, M., ul Abidin, R. Z., Qammar, R., Qadri, S. U., Khan, M. K., Ma, Z. et al. (2023). Pro-environmental Behavior, Green HRM Practices, and Green Psychological Climate: Examining the Underlying Mechanism in Pakistan. Frontiers in Environmental Science, 11, Article 1067531. https://doi.org/10.3389/fenvs.2023.1067531
[24]
Longoni, A., Luzzini, D., & Guerci, M. (2018). Deploying Environmental Management across Functions: The Relationship between Green Human Resource Management and Green Supply Chain Management. JournalofBusinessEthics,151, 1081-1095. https://doi.org/10.1007/s10551-016-3228-1
[25]
Lozano, R., Ceulemans, K., Alonso-Almeida, M., Huisingh, D., Lozano, F. J., Waas, T. et al. (2015). A Review of Commitment and Implementation of Sustainable Development in Higher Education: Results from a Worldwide Survey. JournalofCleanerProduction,108, 1-18. https://doi.org/10.1016/j.jclepro.2014.09.048
[26]
Luu, T. T. (2019). Green Human Resource Practices and Organizational Citizenship Behavior for the Environment: The Roles of Collective Green Crafting and Environmentally Specific Servant Leadership. JournalofSustainableTourism,27, 1167-1196. https://doi.org/10.1080/09669582.2019.1601731
[27]
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. IndustrialandOrganizationalPsychology,1, 3-30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
[28]
Maroufkhani, P., Desouza, K. C., Perrons, R. K., & Iranmanesh, M. (2022). Digital Transformation in the Resource and Energy Sectors: A Systematic Review. ResourcesPolicy,76, Article 102622. https://doi.org/10.1016/j.resourpol.2022.102622
[29]
Masri, H. A., & Jaaron, A. A. M. (2017). Assessing Green Human Resources Management Practices in Palestinian Manufacturing Context: An Empirical Study. JournalofCleanerProduction,143, 474-489. https://doi.org/10.1016/j.jclepro.2016.12.087
[30]
Muisyo, P. K., Su, Q., Hashmi, H. B. A., Ho, T. H., & Julius, M. M. (2022). The Role of Green HRM in Driving Hotels’ Green Creativity. InternationalJournalofContemporaryHospitalityManagement,34, 1331-1352. https://doi.org/10.1108/ijchm-07-2021-0833
[31]
Paillé, P., Boiral, O., & Chen, Y. (2013). Linking Environmental Management Practices and Organizational Citizenship Behaviour for the Environment: A Social Exchange Perspective. TheInternationalJournalofHumanResourceManagement,24, 3552-3575. https://doi.org/10.1080/09585192.2013.777934
[32]
Patwary, A. K., Aziz, R. C., & Hashim, N. A. A. N. (2023). Investigating Tourists’ Intention toward Green Hotels in Malaysia: A Direction on Tourist Sustainable Consumption. EnvironmentalScienceandPollutionResearch,30, 38500-38511. https://doi.org/10.1007/s11356-022-24946-x
[33]
Peng, X., Lee, S., & Lu, Z. (2020). Employees’ Perceived Job Performance, Organizational Identification, and Pro-Environmental Behaviors in the Hotel Industry. InternationalJournalofHospitalityManagement,90, Article 102632. https://doi.org/10.1016/j.ijhm.2020.102632
[34]
Pham, N. T., Tučková, Z., & Chiappetta Jabbour, C. J. (2019). Greening the Hospitality Industry: How Do Green Human Resource Management Practices Influence Organizational Citizenship Behavior in Hotels? A Mixed-Methods Study. TourismManagement,72, 386-399. https://doi.org/10.1016/j.tourman.2018.12.008
[35]
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green Human Resource Management: A Review and Research Agenda. InternationalJournalofManagementReviews,15, 1-14. https://doi.org/10.1111/j.1468-2370.2011.00328.x
[36]
Sekaran, U., & Bougie, R. (2016). ResearchMethods forBusiness:ASkillBuildingApproach. John Wiley & Sons.
[37]
Shevlin, M., & Miles, J. N. V. (1998). Effects of Sample Size, Model Specification and Factor Loadings on the GFI in Confirmatory Factor Analysis. PersonalityandIndividualDifferences,25, 85-90. https://doi.org/10.1016/s0191-8869(98)00055-5
[38]
Uddin, M. M., & Islam, R. (2016). Green HRM: Goal Attainment through Environmental Sustainability. JournalofNepaleseBusinessStudies,9, 14-19. https://doi.org/10.3126/jnbs.v9i1.14590
[39]
Unanue, W., Gómez, M. E., Cortez, D., Oyanedel, J. C., & Mendiburo-Seguel, A. (2017). Revisiting the Link between Job Satisfaction and Life Satisfaction: The Role of Basic Psychological Needs. Frontiers in Psychology, 8, Article 680. https://doi.org/10.3389/fpsyg.2017.00680
[40]
Vicente-Molina, M. A., Fernández-Sáinz, A., & Izagirre-Olaizola, J. (2013). Environmental Knowledge and Other Variables Affecting Pro-Environmental Behaviour: Comparison of University Students from Emerging and Advanced Countries. JournalofCleanerProduction,61, 130-138. https://doi.org/10.1016/j.jclepro.2013.05.015
[41]
Walder, P., & Kantelhardt, J. (2018). The Environmental Behaviour of Farmers—Capturing the Diversity of Perspectives with a Q Methodological Approach. EcologicalEconomics,143, 55-63. https://doi.org/10.1016/j.ecolecon.2017.06.018
[42]
Wang, E., & Kang, N. (2019). Does Life Satisfaction Matter for Pro-Environmental Behavior? Empirical Evidence from China General Social Survey. Quality&Quantity,53, 449-469. https://doi.org/10.1007/s11135-018-0763-0
[43]
Yong, J. Y., & Mohd-Yusoff, Y. (2016). Studying the Influence of Strategic Human Resource Competencies on the Adoption of Green Human Resource Management Practices. IndustrialandCommercialTraining,48, 416-422. https://doi.org/10.1108/ict-03-2016-0017
[44]
Yong, J. Y., Yusliza, M.-Y., & Fawehinmi, O. O. (2019). Green Human Resource Management: A Systematic Literature Review from 2007 to 2019. Benchmarking:AnInternationalJournal,27, 2005-2027. https://doi.org/10.1108/bij-12-2018-0438
