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Andi Haerani
Magister of Management, Wira Bhakti University
Humanities Economics, Econometrics & Finance Environmental Science Social Sciences

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Green Human Resource Management and Organizational Sustainability: The Mediating Role of Employee Environmental Commitment in Private Higher Education Institutions in Makassar Indira Basalamah; Firdaus Firdaus; Andi Haerani
West Science Interdisciplinary Studies Vol. 4 No. 08 (2026): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v4i08.3068

Abstract

This study aims to examine the effect of Green Human Resource Management (GHRM) on Organizational Sustainability, with Employee Environmental Commitment serving as a mediating variable among employees of Universitas Wira Bhakti and Universitas Muslim Indonesia. A quantitative research design with a survey approach was employed. The study population consisted of 460 employees, and 214 respondents were selected using the Slovin formula and proportionate stratified random sampling. Data were collected through a five-point Likert-scale questionnaire and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with Smart PLS 4. The findings indicate that Green Human Resource Management has a positive and significant effect on Employee Environmental Commitment (β = 0.981; p < 0.001). However, Green Human Resource Management has no significant effect on Organizational Sustainability (β = 0.647; p = 0.113), and Employee Environmental Commitment also has no significant effect on Organizational Sustainability (β = -0.704; p = 0.062). Furthermore, Employee Environmental Commitment does not mediate the relationship between Green Human Resource Management and Organizational Sustainability (p = 0.063). These findings suggest that while Green Human Resource Management effectively enhances employees' environmental commitment, it has not yet translated into improved organizational sustainability within the sampled higher education institutions. Therefore, successful implementation of GHRM should be complemented by supportive organizational culture, environmentally oriented leadership, and sustainability-focused institutional policies to achieve long-term organizational sustainability.
Green Human Resource Management and Organizational Sustainability: The Mediating Role of Employee Environmental Commitment in Private Higher Education Institutions in Makassar Indira Basalamah; Firdaus Firdaus; Andi Haerani
West Science Interdisciplinary Studies Vol. 4 No. 08 (2026): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v4i08.3068

Abstract

This study aims to examine the effect of Green Human Resource Management (GHRM) on Organizational Sustainability, with Employee Environmental Commitment serving as a mediating variable among employees of Universitas Wira Bhakti and Universitas Muslim Indonesia. A quantitative research design with a survey approach was employed. The study population consisted of 460 employees, and 214 respondents were selected using the Slovin formula and proportionate stratified random sampling. Data were collected through a five-point Likert-scale questionnaire and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with Smart PLS 4. The findings indicate that Green Human Resource Management has a positive and significant effect on Employee Environmental Commitment (β = 0.981; p < 0.001). However, Green Human Resource Management has no significant effect on Organizational Sustainability (β = 0.647; p = 0.113), and Employee Environmental Commitment also has no significant effect on Organizational Sustainability (β = -0.704; p = 0.062). Furthermore, Employee Environmental Commitment does not mediate the relationship between Green Human Resource Management and Organizational Sustainability (p = 0.063). These findings suggest that while Green Human Resource Management effectively enhances employees' environmental commitment, it has not yet translated into improved organizational sustainability within the sampled higher education institutions. Therefore, successful implementation of GHRM should be complemented by supportive organizational culture, environmentally oriented leadership, and sustainability-focused institutional policies to achieve long-term organizational sustainability.
Co-Authors Firdaus Firdaus Indira Basalamah