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Syarifuddin
Universitas Widya Gama Mahakam
Economics, Econometrics & Finance Engineering Environmental Science Social Sciences

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Pengaruh Green Human Resource Management Terhadap Sustainable Organizational Performance Melalui Green Innovation Widya Sopie; Syarifuddin
Jurnal Sosial Ekonomi Bisnis Vol 1 No 3 (2026): September 2026
Publisher : Yayasan Literasi Ilmiah Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55587/jseb.v1i3.463

Abstract

Purpose: This study examines whether green human resource management (GHRM) relates to sustainable organizational performance (SOP) directly and through green innovation (GI) in a cement company in East Java, Indonesia. Method: A survey of 82 employees was analyzed with two-stage PLS-SEM using formative higher-order constructs, path weighting, and 5,000 bootstrap resamples, followed by post hoc sensitivity analyses. Findings: GHRM was strongly related to GI (β = 0.830; 95% CI [0.751, 0.899]). The direct GHRM–SOP path (0.192), the GI–SOP path (0.312), and the indirect effect (0.259) had confidence intervals including zero, whereas the total effect was significant (0.451). The social performance dimension failed reliability and convergent validity criteria (CR = 0.694; AVE = 0.451), and two dimension pairs exceeded the 0.90 HTMT threshold. Mediation depended on model specification. Novelty: The study examines the GHRM–innovation–performance chain with multidimensional performance in an Indonesian cement setting while documenting measurement limits that constrain interpretation.
Pengaruh Motivasi dan Beban Kerja Terhadap Work Engagement Serta Dampaknya Pada Kinerja Karyawan Klinik Handil Sejahtera Herman Alfian; Syarifuddin
Jurnal Sosial Ekonomi Bisnis Vol 1 No 3 (2026): September 2026
Publisher : Yayasan Literasi Ilmiah Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55587/jseb.v1i3.465

Abstract

Purpose: This study aims to examine the mediating role of work engagement in the effect of motivation and workload on employee performance at Klinik Handil Sejahtera. Method: Using an explanatory quantitative design, this study involved all employees of Klinik Handil Sejahtera as respondents (n = 48) surveyed in March 2026 using a 1–5 Likert-scale questionnaire; data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), with evaluation of the measurement model (convergent validity, reliability, discriminant validity) and the structural model through bias-corrected bootstrapping with 5,000 resamples. Findings: Motivation has a positive and highly significant effect on work engagement (β = 0.666; t = 6.306; f² = 0.729), whereas workload has no significant effect (β = −0.071; t = 0.681; f² = 0.008); motivation and workload jointly explain 48.6% of the variance in work engagement (R² = 0.486); work engagement has a positive and highly significant effect on employee performance (β = 0.814; t = 23.175; R² = 0.662); work engagement fully mediates the effect of motivation on performance (indirect effect = 0.542; 95% bootstrap CI [0.337; 0.696]; t = 5.899), but does not mediate the effect of workload (t = 0.661). Novelty: This study is among the first to examine work engagement as a mediating mechanism in the context of a small-scale private clinic using PLS-SEM complete with discriminant validity evaluation, finding that in small-scale organizations the role of motivation is far more dominant than workload in shaping work engagement and employee performance, while also revealing an empirical closeness between work engagement and employee performance that stands as a methodological note for future research.
Co-Authors Herman Alfian Widya Sopie