GREEN–DIGITAL HUMAN RESOURCE MANAGEMENT: PERAN ECOLOGICAL DAN DIGITAL LEADERSHIP TERHADAP KINERJA SDM DAN PRO-ENVIRONMENTAL WORK BEHAVIOR - Nita Fitriana (Jurnal Riset Manajemen Akuntansi Indonesia, 2026)
Transformasi digital dan tuntutan keberlanjutan mendorong organisasi mendesain ulang praktik manajemen sumber daya manusia (MSDM) agar kinerja sumberdaya manusia (SDM) adaptif sekaligus berorientasi lingkungan. Penelitian ini menganalisis peran ecological leadership dan digital leadership dalam membentuk praktik Green–Digital Human Resource Management (Green–Digital HRM) serta implikasinya terhadap kinerja SDM dan pro-environmental work behaviour tenaga pendidik serta kependidikan. Studi menggunakan desain studi kasus kualitatif pada Sekolah Cendekia BAZNAS dengan pengumpulan data melalui observasi, wawancara mendalam, dan analisis dokumen. Analisis dilakukan melalui reduksi data, penyajian data, dan verifikasi kesimpulan. Temuan menunjukkan bahwa ecological leadership menginternalisasi nilai lingkungan ke dalam desain kerja, pelatihan, keterlibatan pegawai, dan budaya organisasi, sedangkan digital leadership memperkuat digitalisasi alur kerja, pembelajaran berbasis platform, dan manajemen kinerja berbasis data. Integrasi keduanya meningkatkan keterlibatan pegawai, konsistensi kinerja, dan perilaku kerja pro-lingkungan. Studi ini berkontribusi pada literature Sustainable HRM dengan menawarkan model konseptual Green–Digital HRM sebagai mekanisme penghubung kepemimpinan hijau-digital dan outcome SDM di organisasi berbasis layanan. Digital transformation and sustainability pressures require organizations to redesign human resource management (HRM) practices to achieve adaptive performance while strengthening environmental orientation. This study examines how ecological leadership and digital leadership shape Green–Digital Human Resource Management (Green–Digital HRM) and explores its implications for HR performance, pro-environmental work behavior, and employees’ digital capabilities. A qualitative case study was conducted at SekolahCendekia BAZNAS, using observations, in-depth interviews, and document analysis. Data were analyzed through iterative stages of data reduction, data display, and conclusion verification. The findings indicate that ecological leadership embeds environmental values into job design, training, employee involvement, and organizational culture, whereas digital leadership strengthens digital workflows, platform-enabled learning, and data-based performance management. Integrating these practices improves employee engagement, performance consistency, pro-environmental work behavior, and digital readiness. This study contributes to Sustainable HRM by proposing a Green–Digital HRM conceptual model that links green–digital leadership with HR outcomes in service-oriented organizations.