ANALISIS DAMPAK PRAKTIK HRM BERBASIS HIJAU TERHADAP INOVASI RAMAH LINGKUNGAN: PERAN MEDIASI IDENTITAS HIJAU DAN MODERASI KEPEMIMPINAN EKO-SENTRIS

Abstract

Organizations adopt Green Human Resource Management (Green HRM) techniques to promote environmentally friendly behavior in response to the increasing urgency of environmental sustainability. Green identity acts as a mediator in this relationship, while ecocentric leadership can serve as a moderator. Green HRM practices are also believed to stimulate green creativity among employees. However, there is still a lack of empirical research that thoroughly examines these complex relationships in organizational contexts. This study aims to analyze how Green HRM practices influence green creativity, considering the moderating effect of ecocentric leadership and the mediating effect of green identity in companies actively pursuing sustainability initiatives. This research focuses on employees in sectors such as environment-focused services, green manufacturing, and renewable energy. Using a cross-sectional quantitative survey approach, data were collected through stratified random sampling of 500 employees from companies that have implemented Green HRM practices. Data were gathered using validated structured questionnaires to measure Green HRM practices, green identity, green creativity, and ecocentric leadership. Statistical analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. Bootstrapping techniques were employed for mediation analysis, while interaction terms were applied for moderation analysis. Initial findings indicate that Green HRM practices significantly enhance green innovation, with green identity functioning as a mediator. Furthermore, ecocentric leadership was found to significantly strengthen the relationship between Green HRM practices and green creativity, emphasizing the critical role of leadership in driving sustainable behavior. This study highlights the importance of green identity and ecocentric leadership while enriching our understanding of how Green HRM practices impact green innovation. For companies aiming to enhance creativity and sustainable innovation through strategic HRM efforts, these findings provide valuable insights.