The Role of Implementing Green HRM Practices and Work Environment on Employee Turnover for Organizational Sustainability Tine Yuliantini, Yoga Ibadurohman Muniron
Universitas Mercu Buana
Abstract
This study investigates the impact of Green Human Resource Management (Green HRM) practices and work environment on employee turnover, with job satisfaction as a mediating variable. Green HRM integrates human resource management practices with environmental sustainability goals, such as green recruitment, environmental training, and environmentally-focused performance appraisal systems. The work environment, encompassing both physical and psychological aspects, is also considered as a factor influencing employee turnover. Using a quantitative approach, data were collected through surveys from 63 employees at companies implementing Green HRM policies. Structural Equation Modeling (SEM) was employed to examine both direct and indirect relationships among the variables. This study underscores the importance for companies to focus not only on environmental policies but also on creating a supportive work environment to enhance employee satisfaction and retention. The novelty of this study : The inclusion of both physical and psychological aspects of the work environment in the analysis provides a holistic view of the factors influencing employee turnover. Previous studies often focus on one aspect or the other, but this study^s comprehensive approach offers a more complete understanding of the work environment^s role. (Approx. 184 words)
Keywords: Green HRM, work environment, job satisfaction, employee turnover, sustainability
Topic: Sustainable Business Practices in the Energy Sector
