JEFMS Journal

Google Scholar

Article Pdf

---

ABSTRACT:

This research looks at how green HR management affects employee performance through the medium of organizational culture. With the increasing demand for environmentally friendly practices, businesses are feeling the heat to adopt eco-friendly policies that benefit society and our environment. Green HRM is believed to promote environmentally conscious behavior among employees, thereby enhancing their performance. This study takes a quantitative approach by using Partial Least Squares (PLS) as its statistical method. PLS is well-suited for analyzing correlations between complex variables. Maximizing explained variance enhances prediction accuracy, which is why PLS is chosen. The study ensures full data representation by using a saturation sampling strategy, which encompasses all relevant population members. Although green HR management has a major effect on company culture, the results show that it has little to no effect on employee performance. Furthermore, corporate culture mediates the relationship between green HR management and staff effectiveness, which in turn has a substantial impact on worker performance. The study concludes that for effective implementation of green HRM, it is essential to integrate it with an organizational culture that aligns with sustainability values. For this reason, green human resource management practices ought to be an essential component of the culture of every organization that aspires to raise the level of productivity achieved by its workforce.

KEYWORDS:

Green HRM, organizational culture, employee performance

REFERENCES:

1) Aggarwal, P., & Agarwala, T. (2023). Relationship of green human resource management with environmental performance: mediating effect of green organizational culture. Benchmarking, 30(7), 2351–2376. https://doi.org/10.1108/BIJ-08-2021-0474

2) Alghamdi, S. (2021). Effect of Green Human Resource Practices on the Employee Performance and Behavior: a Systematic Review. International Journal of Economics, Business and Management Research, 5(03), 450. www.ijebmr.com

3) Amjad, F., Abbas, W., Zia-UR-Rehman, M., Baig, S. A., Hashim, M., Khan, A., & Rehman, H. ur. (2021). Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance. Environmental Science and Pollution Research, 28(22), 28191–28206. https://doi.org/10.1007/s11356-020-11307-9

4) Aulia, K. Z., & Nawangsari, L. C. (2023). Effects of Green Human Resource Management and Green Transformational Leadership towards Employee Sustainable Performance through Employee Green Behavior at Mercu Buana University. European Journal of Business and Management Research, 8(5), 181–186. https://doi.org/10.24018/ejbmr.2023.8.5.2128

5) Evina, E., Saputra, A. R. P., & Nuvriasari, A. (2024). Green Training, Green Recruitment, and Green Transformational Leadership on Employee Performance in Retail Store. International Journal of Management, Knowledge and Learning, 13, 13–27. https://doi.org/10.53615/2232-5697.13.13-27

6) Fahim, F., Khan, N. R., Ahmad, A., & Ali, A. (2019). Green human resource management and firm's environmental performance: Mediating role of employee commitment, green involvement and eco-friendly behaviour. Paradigms, 13(2), 1-9. https://doi.org/10.24312/1969130203

7) Gurugamage, S. R., Ramanayake, M. N., Iddagoda, A., & Dissanayake, D. H. S. W. (2022). Mediating Role of Employee Engagement on the Relationship Between Workplace Spirituality and Employee Job Performance. Three Seas Economic Journal, 3(2), 1–12. https://doi.org/10.30525/2661-5150/2022-2-1

8) Hadi, H. K., Kautsar, A., Fazlurrahman, H., & Rahman, M. F. W. (2023). Green HRM: The Link Between Environmental and Employee Performance, Moderated by Green Work Climate Perception. International Journal of Sustainable Development and Planning, 18(5), 1573–1580. https://doi.org/10.18280/ijsdp.180528

9) Hadjri, M. I., Perizade, B., Zunaidah, & Farla, W. (2019). Green Human Resource Management, Green Organizational Culture, and Environmental Performance: An Empirical Study. 100(Icoi), 138–143. https://doi.org/10.2991/icoi-19.2019.25

10) Hair, J. F. et al. (2017). A Primeron Partial Least Squares Structural Equation Modelling (PLS-SEM). Los Angeles: SAGE Publications

11) Hastuti, D. T., & Muafi, M. (2022). The influence of organizational environmental culture on employee performance mediated by green human resource management (GHRM) and job satisfaction. International Journal of Business Ecosystem & Strategy (2687-2293), 4(1), 24–36. https://doi.org/10.36096/ijbes.v4i1.302

12) Hussain Hakro, T., Begum Siddiqui, M., & Lal, S. (2023). Assessing the relationship between Organizational Culture, Job Satisfaction, Employee Performance and Employee Engagement. Research Journal of Social Sciences & Economics Review, 4(2), 2707–9015. https://doi.org/10.36902/rjsser-vol4-iss2-2023

13) Ibrahim, M., Karollah, B., Juned, V., & Yunus, M. (2022). The Effect of Transformational Leadership, Work Motivation and Culture on Millennial Generation Employees Performance of the Manufacturing Industry in the Digital Era. Frontiers in Psychology, 13(May), 1–5. https://doi.org/10.3389/fpsyg.2022.908966

14) Jabbour, C. J. C. (2011). How green are HRM practices, organizational culture, learning, and teamwork? A Brazilian study. Industrial and Commercial Training, 43(2), 98-105. https://doi.org/10.1108/00197851111108926

15) Khammadee, P. (2021). The effects of green human resource management, green organizational culture and green service innovation on environmental performance. Journal of Positive School Psychology, 6(12), 9741–9747. https://journalppw.com/index.php/jpsp/article/download/5402/3570

16) Khan, A. J., Muhammad Akbar Ali Ansari, Tanveer Ahmed, & Areeba Athar Malik. (2022). Green Human Resource Practices: A Sustainable Approach To Increase Employee Performance. IRASD Journal of Management, 4(1), 17–25. https://doi.org/10.52131/jom.2022.0401.0058

17) Kularathne, H. M. R. D. (2020). Does Green Employee Empowerment Mediate the Relationship between Green HRM and Environmental Performance? Asian Journal of Social Science and Management Technology, 2(6), 173-180.

18) Luhmann, N. (1995). Social Systems. Stanford University Press.

19) Nur Insan, A. (2020). The effect of servant leadership on employee performance with organizational culture and work involvement as the mediators. International Journal of Advanced Science and Technology, 29(4), 2008–2024.

20) Parsons, T. (1951). The Social System. Glencoe, IL: Free Press.

21) Pawirosumarto, S., Sarjana, P. K., & Gunawan, R. (2017). The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador hotels and resorts, Indonesia. International Journal of Law and Management, 59(6), 1337–1358. https://doi.org/10.1108/IJLMA-10-2016-0085

22) Permadi, I. K. O., Landra, N., & Usadi, M. P. P. (2024). Organizational Culture and Lecturer Performance: Mediation of Organizational Commitment. Jurnal Muara Ilmu Ekonomi dan Bisnis, 355-367.

23) Purnomo, B. R., Eliyana, A., & Pramesti, E. D. (2020). The effect of leadership style, organizational culture and job satisfaction on employee performance with organizational commitment as the intervening variable. Systematic Reviews in Pharmacy, 11(10), 446–458. https://doi.org/10.31838/srp.2020.10.68

24) Robbins, S. P. (2006). Perilaku organisasi (Edisi kesepuluh). Jakarta: PT Indeks Kelompok Gramedia.

25) Sajuyigbe, A. S., Ayeni, A. W., Inegbedion, H. E., Ighomereho, O. S., & Peter, A. (2024). Green Human Resource Management Practices and Environmental Performance: The Mediating Effect of Organizational Culture. Interdisciplinary Journal of Management Studies, 17(4), 1155–1172. https://doi.org/10.22059/ijms.2024.343182.675108

26) Samola, W. N. E. (2022). The Impact of Green Human Resource Management on Employee Performance. Jurnal EMBA: Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 10(2), 429. https://doi.org/10.35794/emba.v10i2.40207

27) Saputro, A., & Nawangsari, L. C. (2021). The Effect of Green Human Resource Management on Organization Citizenship Behaviour for Environment (OCBE) and Its Implications on Employee Performance at Pt Andalan Bakti Niaga. European Journal of Business and Management Research, 6(1), 174–181. https://doi.org/10.24018/ejbmr.2021.6.1.716

28) Sepahvand, R., Nazarpoori, A., … M. S.-O. C., & 2022, U. (2022). The effect of green human resource management measures on green innovation through the mediating role of green organizational culture: A case study of managers. Organizational Culture Management, 20(1), 1–31. https://doi.org/10.22059/jomc.2020.292975.1007939

29) Shah, S. M. A., Jiang, Y., Wu, H., Ahmed, Z., Ullah, I., & Adebayo, T. S. (2021). Linking green human resource practices and environmental economics performance: the role of green economic organizational culture and green psychological climate. International Journal of Environmental Research and Public Health, 18(20). https://doi.org/10.3390/ijerph182010953

30) Suba, M., Ahamed, S. B. I., & Shanmuga Priya, B. (2020). Green-HRM a Strategic Move Towards the CSR Through Green Employee Performance. Article ID: IJM_11_11_229 International Journal of Management, 11(11), 2454–2468. https://doi.org/10.34218/IJM.11.11.2020.229

31) Tj, H. W. (2022). Effect of Employee Characteristics and Organizational Culture on Employee Performance Mediated by Motivation. Quantitative Economics and Management Studies, 3(2), 214–220. https://doi.org/10.35877/454ri.qems882

32) Widayanto, T., & Nugroho, S. H. (2022). The Influence Of Leadership, Organizational Culture, And Work Competence On Employee Performance Through Work Motivation. Jurnal Pamator: Jurnal Ilmiah Universitas Trunojoyo, 15(2), 218–234. https://doi.org/10.21107/pamator.v15i2.18807