GREEN HRM ON EMPLOYEE PERFORMANCE: THE ROLE OF EMPLOYEE ENGAGEMENT AS A MEDIATOR

Main Article Content

I Komang Oka Permadi
Ida Ayu Sintha Agustina

Abstract

Penelitian ini memiliki tujuan untuk mengkaji dampak Green HRM (G-HRM) terhadap kinerja karyawan (EP) dan mengeksplorasi peran mediasi employee engagement (EE) dalam hubungan tersebut. Meningkatnya perhatian terhadap isu keberlanjutan lingkungan mendorong banyak perusahaan, termasuk di sektor jasa, untuk menerapkan kebijakan G-HRM. Kebijakan ini tidak hanya bertujuan untuk mencapai tujuan lingkungan tetapi juga untuk meningkatkan keterlibatan dan kinerja karyawan, mengingat pentingnya peran karyawan dalam mendukung tujuan keberlanjutan perusahaan. Penelitian ini dilakukan di sektor kebugaran, yang memiliki karakteristik unik berupa interaksi langsung antara karyawan dan pelanggan. Populasi penelitian terdiri dari 234 karyawan, dengan sampel yang diambil secara proporsional sebanyak 70 responden. Data dikumpulkan melalui kuesioner yang mengukur persepsi karyawan terhadap praktik G-HRM, tingkat keterlibatan mereka, dan kinerja di tempat kerja. Data dianalisis menggunakan pendekatan PLS-SEM dengan bantuan perangkat lunak SmartPLS versi 4.0.9.9 untuk menguji hubungan antar variabel serta peran mediasi EE. Hasil penelitian menunjukkan bahwa G-HRM memiliki pengaruh langsung yang signifikan terhadap EP, yang mengindikasikan bahwa kebijakan keberlanjutan yang efektif dapat meningkatkan kinerja karyawan. Selain itu, G-HRM juga ditemukan berpengaruh positif terhadap EE, di mana karyawan yang merasa terlibat dalam inisiatif hijau perusahaan cenderung lebih termotivasi dan komitmen terhadap pekerjaannya. EE sendiri memiliki dampak positif signifikan terhadap EP, mendukung temuan bahwa karyawan yang lebih terlibat cenderung menunjukkan kinerja yang lebih baik. Analisis mediasi menunjukkan bahwa EE memediasi secara signifikan pengaruh G-HRM terhadap EP, yang berarti keterlibatan karyawan memperkuat hubungan antara kebijakan hijau dan kinerja. Temuan ini memberikan kontribusi penting pada literatur G-HRM, khususnya di sektor jasa kebugaran, serta merekomendasikan pentingnya strategi yang mendorong keterlibatan karyawan dalam inisiatif keberlanjutan untuk mencapai kinerja optimal.


 


The researchers behind this study set out to examine the connection between Green HRM (G-HRM) and employee performance (EP), with a focus on the mediating function of employee engagement (EE). With more and more focus on environmental sustainability, more businesses, even those in the service industry, are adopting G-HRM practices. Because employees are the backbone of the company's sustainability efforts, these rules have two purposes: first, to improve environmental outcomes; and second, to increase employee engagement and performance. This study's setting was the fitness industry, which stands out due to the high volume of one-on-one interactions between clients and business professionals. A total of 234 employees make up the research population, and 70 of them participated in the survey. We used a questionnaire to gauge how engaged workers are, how they feel about G-HRM practices, and how well they do their jobs. In order to examine the mediating function of EE and the correlations between variables, the data was examined by means of the PLS-SEM method with the assistance of SmartPLS version 4.0.9.9 software. Effective sustainability policies have the potential to boost employee performance, as revealed by the results of the research, which show that G-HRM significantly impacts EP directly. Employee engagement (EE) is another area that benefits from G-HRM. When workers are a part of the company's environmental efforts, they are more invested in their job and more likely to go above and beyond. The fact that EE has a favorable effect on EP lends credence to the idea that engaged workers are more productive. According to the mediation research, EE has a crucial mediating role between G-HRM and EP, which means that green policies and performance are strengthened when employees are involved. These results suggest that tactics that promote employee engagement in sustainability efforts are crucial for attaining peak performance, and they add significantly to the G-HRM literature, especially in the fitness service industry.

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References

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