<![CDATA[Growing environmental pressure has increased the need for plantation companies to integrate sustainability principles into operational and human resource practices. This study examines the effects of Green Industry (GI) and Green Human Resource Management (GHRM) on employee performance at PTPN I and evaluates which approach is more closely associated with employee-level outcomes. A quantitative associative design was employed. Primary data were collected through structured questionnaires from permanent employees selected using purposive sampling, with eligibility based on at least one year of service and involvement in activities related to GI and GHRM. The constructs were assessed using a Likert-scale instrument and analyzed using partial least squares structural equation modeling (PLS-SEM). The measurement model met the required reliability and convergent validity criteria, with outer loadings above 0.70, AVE values above 0.50, and composite reliability values above 0.70. The structural model showed that GI had a positive but statistically insignificant effect on employee performance (beta = 0.201; t = 1.362; p = 0.173), whereas GHRM had a positive and significant effect (beta = 0.568; t = 4.536; p < 0.001). The model explained 51.8% of the variance in employee performance. These findings indicate that sustainability policies generate stronger employee-level outcomes when they are embedded in recruitment, training, appraisal, and reward practices. The study contributes practical evidence for aligning green operational initiatives with strategic human resource management in plantation-sector organizations.]]>
Copyrights © 2026
