Green Human Resource Management Dan Sustainable Employee Performance Pada Perguruan Tinggi Di Kota Makassar: Peran Mediasi Employee Green Behavior Dan Moderasi Green Organizational Culture

Dhimas Tribuana; Endang Halimah; Andi Masniah; Jahara Jahara; Isiswanty Isiswanty; Koas Dianah

doi:10.64476/jtbc.v2i2.77

Penulis

Dhimas Tribuana Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Endang Halimah Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Andi Masniah Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Jahara Jahara Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Isiswanty Isiswanty Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia
Koas Dianah Akademi Sekretari Manajemen Indonesia Publik, Makassar, Indonesia

DOI:

https://doi.org/10.64476/jtbc.v2i2.77

Kata Kunci:

Green Human Resource Management, Employee Green Behavior, Sustainable Employee Performance, Green Organizational Culture, Perguruan Tinggi

Abstrak

Penelitian ini menganalisis bagaimana Green Human Resource Management (GHRM) berkontribusi terhadap Sustainable Employee Performance (SEP) pada perguruan tinggi dengan menempatkan Employee Green Behavior (EGB) sebagai mekanisme mediasi dan Green Organizational Culture (GOC) sebagai kondisi moderasi. Penelitian menggunakan pendekatan kuantitatif dengan desain survei potong lintang terhadap 200 dosen dan tenaga kependidikan pada perguruan tinggi di Kota Makassar, Indonesia, yang dikumpulkan pada 1-14 April 2026. Data dianalisis menggunakan partial least squares structural equation modeling (PLS-SEM) melalui SmartPLS 4 dengan 5.000 subsampel bootstrap. Model pengukuran menunjukkan reliabilitas dan validitas yang memadai. Hasil model struktural menunjukkan GHRM berpengaruh positif terhadap EGB (beta = 0,487; p < 0,001) dan SEP (beta = 0,193; p = 0,001), sedangkan EGB berpengaruh positif terhadap SEP (beta = 0,408; p < 0,001). GOC berpengaruh positif terhadap EGB (beta = 0,235; p < 0,001) dan SEP (beta = 0,274; p < 0,001). EGB memediasi secara signifikan pengaruh GHRM terhadap SEP (beta = 0,199; p < 0,001), sedangkan GOC memperkuat secara signifikan pengaruh GHRM terhadap EGB (beta = 0,354; p < 0,001). Model menjelaskan 41,4% variasi EGB dan 47,2% variasi SEP. Temuan memperluas literatur GHRM melalui integrasi mediasi perilaku dan moderasi budaya dengan kinerja berkelanjutan pada tingkat pegawai serta memberikan arahan praktis bagi perguruan tinggi untuk mengintegrasikan keberlanjutan ke dalam sistem SDM dan budaya organisasi.

Unduhan

Data unduhan belum tersedia.

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