Effects of Green Human Resource Management on Participation of Farmer Group Members in Sleman Yogyakarta: Organizational Commitment as Mediation Variable

Abstract

Green Human Resource Management (GHRM) reflects the aspect of human resource management in environmental management, and it focuses on the role of human resources in preventing pollution through the operational processes of a business. GHRM plays a vital role in environmental management as the human resource function also plays an important role in achieving the company's goals of a green company. Therefore, this study aims to identify the direct effect of the Green Human Resource Management variable on the participation of farmer group members and the indirect effect of Organizational Commitment as a mediating variable. The population of this study was all farmer group members in Tirtomartani Village with a total of 510 members. The determination of the sample used the cluster random sampling technique because the groups have similar characteristics such as farming behavior, level of education, farming patterns, plants planted, size of fields, to the organizational structure of each farmer group. This study used a five-point Likert scale with 5 for strongly agree and 1 for strongly disagree. Data were collected from 110 respondents. The analysis was performed with the help of SmartPLS with the Path Analysis Method. The results showed that Green Recruitment and Selection, Green Training, Green Performance Management, and Green Payment and Reward have a positive and significant effect on the participation of farmer group members, while Green Involvement did not. Moreover, organizational commitment cannot be used as a mediating variable in this research model. Farmer groups had programs to develop skills, knowledge and attitudes related to good environmental management so that the participation of their members' increased. A successful organization means that each member pays more attention to green performance targets, and indicators of green performance success, evaluate green performance and reduce errors that affect the decline in the predetermined green performance.

The Influence of Supervisors’ Perceived Green HRM on Job Satisfaction and Affective Commitment: The Mediating Role of Subordinates’ Perceived Green HRM and the Moderating Role of HRM System Strength

“…Shen et al [27] argued that GHRM significantly impacts employees' non-green outcomes via a psychological and motivational social process. Therefore, as it improves the performance of the organization as a whole [43,44], subordinates' job satisfaction and emotional commitment are essential to the success of a company's environmental management [45]. Suppose an employee cares about safeguarding the environment, which typically occurs through their satisfaction and commitment.…”