The role of green human resourches management as mediation in the effect of organizational culture on employee performance
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Jun 22, 2023
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Abstract
The purpose of this study is to evaluate the role of GRHRM as a mediator in influencing the relationship between organizational culture and employee performance. This research will use a quantitative approach by distributing questionnaires to respondents in several manufacturing companies in the industrial area in Cikarang. The questionnaire will contain items related to organizational culture, GRHRM, and employee performance. Data analysis will use path coeffiecient to evaluate the role of GRHRM as mediation in influencing the relationship between organizational culture and employee performance. The research shows that the implementation of sustainable GHRM practices can increase employee job satisfaction. Employees who feel involved in the organization's sustainability practices tend to be more satisfied with their jobs and have a more positive attitude towards the company. The implication of this research is that GHRM helps organizations to adopt environmentally friendly practices and build a culture that supports sustainability. This can result in long-term benefits, such as reduced carbon emissions, energy savings, waste reduction, and preservation of natural resources. Employees who engage in these practices feel more satisfied with their jobs and are more motivated to contribute to the organization's sustainability goals.
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How to Cite
Ekhsan, M., & Parashakti, R. D. (2023). The role of green human resourches management as mediation in the effect of organizational culture on employee performance. Enrichment : Journal of Management, 13(2), 1006-1012. https://doi.org/10.35335/enrichment.v13i2.1368
References
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Amjad, F., Abbas, W., Zia-UR-Rehman, M., Baig, S. A., Hashim, M., Khan, A., & Rehman, H.-. (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, 28191–28206.
Čech, M., Yao, W., Samolejova, A., Li, J., & Wicher, P. (2016). Human resource management in Chinese manufacturing companies. Perspectives in Science, 7, 6–9.
Chaudhary, R. (2020). Green human resource management and employee green behavior: an empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630–641.
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.
Kim, Y. J., Kim, W. G., Choi, H.-M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83–93.
Liu, X., & Lin, K.-L. (2020). Green organizational culture, corporate social responsibility implementation, and food safety. Frontiers in Psychology, 11, 585435.
Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M., & Subhan, Q. A. (2019). An examination of sustainable HRM practices on job performance: An application of training as a moderator. Sustainability, 11(8), 2263.
Nejati, M., Rabiei, S., & Jabbour, C. J. C. (2017). Envisioning the invisible: Understanding the synergy between green human resource management and green supply chain management in manufacturing firms in Iran in light of the moderating effect of employees’ resistance to change. Journal of Cleaner Production, 168, 163–172.
Paramita, E., Lumbanraja, P., & Absah, Y. (2020). The influence of organizational culture and organizational commitment on employee performance and job satisfaction as a moderating variable at PT. Bank Mandiri (Persero), Tbk. International Journal of Research and Review, 7(3), 273–286.
Pellegrini, C., Rizzi, F., & Frey, M. (2018). The role of sustainable human resource practices in influencing employee behavior for corporate sustainability. Business Strategy and the Environment, 27(8), 1221–1232.
puspa Gustiah, I., & Nurhayati, M. (2023). The Role of GHRM In Driving Green Work Engagement For Better Green Employee Performance. Asean International Journal of Business, 2(1), 65–75.
Qureshi, T. M., Singh, A., & Almessabi, B. N. (2020). Green Human Resource Management for Organizational Sustainability: A Need of the Hour for Modern Workplace. Journal of Southwest Jiaotong University, 55(4).
Ren, S., Tang, G., & E Jackson, S. (2018). Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 35, 769–803.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1–14.
Roscoe, S., Subramanian, N., Jabbour, C. J. C., & Chong, T. (2019). Green human resource management and the enablers of green organisational culture: Enhancing a firm’s environmental performance for sustainable development. Business Strategy and the Environment, 28(5), 737–749.
Rume, T., & Islam, S. M. D.-U. (2020). Environmental effects of COVID-19 pandemic and potential strategies of sustainability. Heliyon, 6(9), e04965.
Sapengga, S. E. (2016). PENGARUH SERVANT LEADERSHIP TERHADAP KINERJA KARYAWAN PADA PT . DAUN KENCANA SAKTI MOJOKERTO. 4(1), 645–650.
Shafaei, A., Nejati, M., & Mohd Yusoff, Y. (2020). Green human resource management: A two-study investigation of antecedents and outcomes. International Journal of Manpower, 41(7), 1041–1060.
Tran, Q. H. N. (2021). Organisational culture, leadership behaviour and job satisfaction in the Vietnam context. International Journal of Organizational Analysis, 29(1), 136–154.
Yeşiltaş, M., Gürlek, M., & Kenar, G. (2022). Organizational green culture and green employee behavior: Differences between green and non-green hotels. Journal of Cleaner Production, 343, 131051.
Zibarras, L. D., & Coan, P. (2015). HRM practices used to promote pro-environmental behavior: a UK survey. The International Journal of Human Resource Management, 26(16), 2121–2142.
Zukarnaen, Z., Purwana, D., & Saptono, A. (2020). The Influence of Organizational Culture and Work Environment on the Performance of Naval Command and Staff Collage (Seskoal) With Job Satisfaction. International Journal on Advanced Science, Education, and Religion, 3(2), 34–45.
Alshammari, A. A. (2020). The impact of human resource management practices, organizational learning, organizational culture and knowledge management capabilities on organizational performance in Saudi organizations: a conceptual framework. Revista Argentina de Clínica Psicológica, 29(4), 714.
Amini, M., Bienstock, C. C., & Narcum, J. A. (2018). Status of corporate sustainability: A content analysis of Fortune 500 companies. Business Strategy and the Environment, 27(8), 1450–1461.
Amjad, F., Abbas, W., Zia-UR-Rehman, M., Baig, S. A., Hashim, M., Khan, A., & Rehman, H.-. (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, 28191–28206.
Čech, M., Yao, W., Samolejova, A., Li, J., & Wicher, P. (2016). Human resource management in Chinese manufacturing companies. Perspectives in Science, 7, 6–9.
Chaudhary, R. (2020). Green human resource management and employee green behavior: an empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630–641.
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.
Kim, Y. J., Kim, W. G., Choi, H.-M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83–93.
Liu, X., & Lin, K.-L. (2020). Green organizational culture, corporate social responsibility implementation, and food safety. Frontiers in Psychology, 11, 585435.
Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M., & Subhan, Q. A. (2019). An examination of sustainable HRM practices on job performance: An application of training as a moderator. Sustainability, 11(8), 2263.
Nejati, M., Rabiei, S., & Jabbour, C. J. C. (2017). Envisioning the invisible: Understanding the synergy between green human resource management and green supply chain management in manufacturing firms in Iran in light of the moderating effect of employees’ resistance to change. Journal of Cleaner Production, 168, 163–172.
Paramita, E., Lumbanraja, P., & Absah, Y. (2020). The influence of organizational culture and organizational commitment on employee performance and job satisfaction as a moderating variable at PT. Bank Mandiri (Persero), Tbk. International Journal of Research and Review, 7(3), 273–286.
Pellegrini, C., Rizzi, F., & Frey, M. (2018). The role of sustainable human resource practices in influencing employee behavior for corporate sustainability. Business Strategy and the Environment, 27(8), 1221–1232.
puspa Gustiah, I., & Nurhayati, M. (2023). The Role of GHRM In Driving Green Work Engagement For Better Green Employee Performance. Asean International Journal of Business, 2(1), 65–75.
Qureshi, T. M., Singh, A., & Almessabi, B. N. (2020). Green Human Resource Management for Organizational Sustainability: A Need of the Hour for Modern Workplace. Journal of Southwest Jiaotong University, 55(4).
Ren, S., Tang, G., & E Jackson, S. (2018). Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 35, 769–803.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1–14.
Roscoe, S., Subramanian, N., Jabbour, C. J. C., & Chong, T. (2019). Green human resource management and the enablers of green organisational culture: Enhancing a firm’s environmental performance for sustainable development. Business Strategy and the Environment, 28(5), 737–749.
Rume, T., & Islam, S. M. D.-U. (2020). Environmental effects of COVID-19 pandemic and potential strategies of sustainability. Heliyon, 6(9), e04965.
Sapengga, S. E. (2016). PENGARUH SERVANT LEADERSHIP TERHADAP KINERJA KARYAWAN PADA PT . DAUN KENCANA SAKTI MOJOKERTO. 4(1), 645–650.
Shafaei, A., Nejati, M., & Mohd Yusoff, Y. (2020). Green human resource management: A two-study investigation of antecedents and outcomes. International Journal of Manpower, 41(7), 1041–1060.
Tran, Q. H. N. (2021). Organisational culture, leadership behaviour and job satisfaction in the Vietnam context. International Journal of Organizational Analysis, 29(1), 136–154.
Yeşiltaş, M., Gürlek, M., & Kenar, G. (2022). Organizational green culture and green employee behavior: Differences between green and non-green hotels. Journal of Cleaner Production, 343, 131051.
Zibarras, L. D., & Coan, P. (2015). HRM practices used to promote pro-environmental behavior: a UK survey. The International Journal of Human Resource Management, 26(16), 2121–2142.
Zukarnaen, Z., Purwana, D., & Saptono, A. (2020). The Influence of Organizational Culture and Work Environment on the Performance of Naval Command and Staff Collage (Seskoal) With Job Satisfaction. International Journal on Advanced Science, Education, and Religion, 3(2), 34–45.