scholarly journals The Profile of Green Human Resource Management (GRHM) Practices of Employees in PT. CABOT Indonesia

2021 ◽  
Vol 8 (2) ◽  
pp. 95-99
Author(s):  
Wiwik Robiatul Adawiyah
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
High Reliability ◽  
Descriptive Analysis ◽  
Level Of Education ◽  
Analysis Techniques ◽  
Green Human Resource Management

This study aims to identify GRHM practice from PT employees. Cabot Indonesia. In this study, GRHM practice analysis was identified in general or based on the company’s last level of education. The research method used was descriptive quantitative. Respondents who filled out GRHM questionnaires numbered 200 employees of PT. The dominant Cabot Indonesia has the last undergraduate to doctoral education. The instruments used were GRHM practice questionnaires that have good validity and high reliability. Data analysis techniques were descriptive analysis using Ms. Excel. The results show that 30.6% of employees have GRHM capability in the medium category, while 69.4% of employees are in the high category. This research’s results become a reference in the development of the company’s program in creating a clean and green work environment. Keywords:Green Human Resource Management (GRHM), Green Lifestyle, Job Performance, Company Employees.

scholarly journals How Green Lifestyle as Moderator Variable has Influenced Green Human Resource Management (GRHM) and Job Performance?

2021 ◽  
Vol 8 (2) ◽  
pp. 89-94
Author(s):  
Wiwik Robiatul Adawiyah ◽  
I Nyoman Putrawan
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Regression Method ◽  
Moderator Variable ◽  
Analysis Technique ◽  
Green Human Resource Management ◽  
Green Lifestyle

The purpose of this study is to test the influence of green lifestyle as a variable moderator on GRHM and job performance. Green lifestyle is so less applied in the work environment by employees in some companies. Not all companies enforce discipline in applying a green lifestyle, while green lifestyle and GRHM can also bring influence to employee job performance. This research applied a quantitative approach with the regression method. The samples in this study were employees aged between 18-40 years. The samples studied were people of productive age. The data analysis technique used was regression using SPSS application. The results show that the green lifestyle does not affect GRHM on job performance directly. Green lifestyle affects job performance, while GRHM has a significant influence on green lifestyle and job performance. Keywords: Green Lifestyle, Green Human Resource Management (GRHM), Job Performance.

scholarly journals ANALISIS PENERAPAN GREEN HUMAN RESOURCE MANAGEMENT PADA PERUSAHAAN TEKSTIL

MBIA ◽  
2021 ◽  
Vol 20 (2) ◽  
pp. 177-185
Author(s):  
Albert Kurniawan Purnomo
Keyword(s):  
Data Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Textile Industry ◽  
Descriptive Analysis ◽  
Online System ◽  
Analysis Technique ◽  
Reduce Emissions ◽  
Green Human Resource Management

Companies that want to grow and progress rapidly need strategies and take care of their employees. Nowadays, the concept of an environmentally friendly company is able to provide benefits. The advantage that will be obtained is that the company is able to reduce costs because it is replaced by an online system, reduce emissions or waste, and the company can also seek to recycle waste into other finished goods. This study aims to analyze the application of the concept of go green company the textile industry in Bandung. The respondents studied were 22 supervisors/ managers. The data analysis technique used is descriptive analysis. The results obtained, the implementation of Green HRM has been carried out well. Keywords: Descriptive, Green HRM, Waste, Go green.   Abstrak Perusahaan yang ingin berkembang dan maju pesat perlu strategi dan menjaga para karyawan. Di masa sekarang konsep perusahaan ramah lingkungan mampu memberikan keuntungan. Keuntungan yang akan diperoleh adalah perusahaan mampu mengurangi biaya karena tergantikan oleh sistem online, mengurangi emisi atau sampah, dan perusahaan juga bisa mengupayakan untuk mendaur ulang limbah menjadi barang jadi lainnya. Penelitian ini bertujuan untuk menganalisis penerapan konsep perusahaan ramah lingkungan di industri tekstil di kota Bandung. Responden yang diteliti sebanyak 22 supervisor / manajer. Teknik analisis data yang dilakukan adalah analisis deksriptif. Hasil yang diperoleh, penerapan Green HRM sudah terlaksana dengan baik. Kata kunci: Deskriptif, Green HRM, Limbah, Ramah Lingkungan

scholarly journals The effect of green human resource management (GHRM) practices on turnover intention

2021 ◽  
Vol 10 (5) ◽  
pp. 83-94
Author(s):  
Abdul Faris Makarim ◽  
Muafi Muafi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Turnover Intention ◽  
Millennial Generation ◽  
International Airport ◽  
Environment Variables ◽  
Negative Effect ◽  
Green Human Resource Management

This study examines and analyzes the relationship between Green Human Resource Management (GHRM) practices, such as Green Recruitment, Green Training on Turnover Intention mediated by the Work Environment. The sample is 90 employees of the Millennial generation of State-Owned Enterprises, namely PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch. While the data analysis uses the Structural Equation Model (SEM) with Partial Least Square (PLS). The results show that; (1) There is a negative effect between Green Recruitment on turnover intention, (2) there is a negative effect between Green Training on Turnover Intention, (3) there is a negative effect between the Work Environment on Turnover Intention, (4) there is a significant effect between Green Recruitment on Turnover Intention mediated by Work Environment variables, (5) there is a significant effect between Green Training on Turnover Intention mediated by Work Environment variables in Millennial generation employees of PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch.

Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment

2020 ◽  
pp. 097215092090700 ◽  
Author(s):  
Md Asadul Islam ◽  
Amer Hamzah Jantan ◽  
Yusmani Mohd Yusoff ◽  
Choo Wei Chong ◽  
Md Shahadat Hossain
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Turnover Intention ◽  
Tourism Industry ◽  
Green Human Resource Management ◽  
The Relationship ◽  
Moderating Role

This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

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