Cecep Warman, Lorhenson Debataraja, Eka Febrianata, Retno Ryani Kusumawati, Sucihati Sucihati

The Impact of Green Human Resource Management on Organizational Citizenship Behavior for the Environment (OCBE)

Introduction

The impact of green human resource management on organizational citizenship behavior for the environment (ocbe). Explore how Green HRM practices like training & rewards boost employees' pro-environmental behavior (OCBE) in Indonesian organizations. Foster sustainability & engagement.

Abstract

This study investigates the impact of Green Human Resource Management (GHRM) practices on Organizational Citizenship Behavior for the Environment (OCBE) in Indonesia. Using a quantitative approach, data were collected from 130 employees across various industries through a structured questionnaire measured on a five-point Likert scale. The data were analyzed using Partial Least Squares–Structural Equation Modeling (SEM-PLS 3). Results show that GHRM significantly and positively influences OCBE, with an explained variance (R²) of 42%. Among the dimensions of GHRM, green training and green rewards emerged as the strongest predictors of OCBE, while green recruitment and green performance appraisal also demonstrated significant but slightly weaker effects. These findings highlight the strategic role of HRM in fostering voluntary pro-environmental behaviors among employees, particularly in the Indonesian cultural context where collectivist values support sustainability. The study contributes to the literature by validating the GHRM–OCBE relationship in a developing country and by identifying the relative importance of different HR practices. Practically, organizations are encouraged to design HR strategies that integrate sustainability into training, rewards, recruitment, and performance management systems to strengthen both environmental performance and employee engagement.

Review

This study presents a timely and relevant investigation into the impact of Green Human Resource Management (GHRM) practices on Organizational Citizenship Behavior for the Environment (OCBE) within the Indonesian context. Employing a quantitative approach, the research effectively utilized data from 130 employees across diverse industries, analyzed through Partial Least Squares–Structural Equation Modeling (PLS-SEM). The core finding indicates a significant and positive influence of GHRM on OCBE, accounting for a substantial 42% of the variance. Notably, green training and green rewards emerged as the most potent predictors, underscoring their critical role in fostering pro-environmental behaviors among employees, while green recruitment and green performance appraisal also demonstrated significant, albeit slightly weaker, effects. The study makes a valuable contribution to the existing literature by validating the GHRM–OCBE relationship in a developing country like Indonesia, a context often underrepresented in such studies, and particularly where collectivist values may uniquely support sustainability initiatives. By identifying the relative importance of specific GHRM dimensions, the research offers nuanced insights beyond a general relationship. From a practical standpoint, the findings provide clear directives for organizations, encouraging them to strategically embed sustainability into their HR practices, including training, rewards, recruitment, and performance management systems. This integration is proposed as a means to enhance both environmental performance and overall employee engagement, thereby offering actionable recommendations for HR professionals and policymakers. While offering significant insights, a few considerations could enrich future research. The cross-sectional design, inherent in survey-based data collection, limits the ability to infer true causality, suggesting longitudinal studies could provide a deeper understanding of the temporal dynamics of this relationship. Furthermore, while the sample size of 130 is adequate for PLS-SEM, its distribution across "various industries" might dilute industry-specific nuances, prompting future research to explore sector-specific impacts or larger, more targeted samples. Exploring potential mediating or moderating variables, beyond the direct GHRM dimensions, could also offer a more comprehensive theoretical framework, such as the role of environmental culture or leadership. Despite these minor points, the study offers a robust and insightful examination of GHRM's role in cultivating environmental citizenship within organizations.

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