ANALISIS PENGARUH GHRM GREEN SELF EFFICACY GREEN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP GREEN CREATIVITY PERUSAHAAN LOGISTIK MNC JAKARTA TIMUR
Salsabila Surya Dewanti
Abstract
Penelitian ini bertujuan untuk mengetahui (1) pengaruh green human resource management terhadap green self efficacy, (2) green human resource management terhadap green perceived organizational support, (3) green self efficacy terhadap green creativity, dan (4) green perceived organizational support terhadap green creativity karyawan perusahaan logistik multinasional (MNC) Jakarta Timur. Metode yang digunakan dalam penelitian ini dengan kuisioner. Sampel dari penelitian ini berjumlah 120 responden. Uji statistic dilakukan dengan menggunakan Structurel Equation Modelling berbasis PLS. Uji validitas menggunakan nilai faktor loading, sedangkan uji reliabilitas menggunakan nilai Cronbach’s Alpha. Dari 4 hipotesis yang diajukan terdapat satu hipotesis yang ditolak. Kesimpulan dari penelitian ini adalah green perceived organizational support tidak berpengaruh positif signifikan terhadap green creativity, sedangkan pada green human resource management terhadap green self efficacy berpengaruh signifikan, green human resource management terhadap green perceived organizational support berpengaruh signifikan, dan green self efficacy berpengaruh signifikan terhadap green creativity perusahaan logistik multinasional (MNC) Jakarta Timur.
Keywords
Green Human Resource Management, Green Self Efficacy, Green Perceived Organizational Support, Green Creativity
References
Ahmad, I., Ullah, K., & Khan, A. (2021). The impact of green HRM on green creativity: mediating role of pro-environmental behaviors and moderating role of ethical leadership style. International Journal of Human Resource Management, 0(0), 1–33.
Al-Hawari, M. A., Quratulain, S., & Melhem, S. B. (2021). How and when frontline employees’ environmental values influence their green creativity? Examining the role of perceived work meaningfulness and green HRM practices. Journal of Cleaner Production, 310(August 2020), 127598.
Aldabbas, H., Pinnington, A., & Lahrech, A. (2021). The influence of perceived organizational support on employee creativity: The mediating role of work engagement. Current Psychology, 1996.
Allen, C., Metternicht, G., & Wiedmann, T. (2018). Initial progress in implementing the Sustainable Development Goals (SDGs): a review of evidence from countries. Sustainability Science, 13(5), 1453–1467.
Appelbaum, S. H., & Hare, A. (1996). Self-efficacy as a mediator of goal setting and performance: Some human resource applications. Journal of Managerial Psychology, 11(3), 33–47.
Bhatnagar, J., & Aggarwal, P. (2020). Meaningful work as a mediator between perceived organizational support for environment and employee eco-initiatives, psychological capital and alienation. Employee Relations, 42(6), 1487–1511.
Bhutto, T. A., Farooq, R., Talwar, S., Awan, U., & Dhir, A. (2021). Green inclusive leadership and green creativity in the tourism and hospitality sector: serial mediation of green psychological climate and work engagement. Journal of Sustainable Tourism, 29(10), 1716–1737.
Briggs, W. M., Nguyen, H. T., & Trafimow, D. (2018). The replacement for hypothesis testing. In Studies in Computational Intelligence (Vol. 808, Issue 2016). Springer International Publishing.
Carter, W. R., Nesbit, P. L., Badham, R. J., Parker, S. K., & Sung, L. K. (2018). The effects of employee engagement and self-efficacy on job performance: a longitudinal field study. International Journal of Human Resource Management, 29(17), 2483–2502.
Chaudhary, R. (2020). Green Human Resource Management and Employee Green Behavior: An Empirical Analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630–641.
Chaudhary, R., Rangnekar, S., & Barua, M. K. (2012). Relationships between occupational self efficacy, human resource development climate, and work engagement. Team Performance Management, 18(7), 370–383.
Chen, Y. S., Chang, C. H., & Lin, Y. H. (2014). Green transformational leadership and green performance: The mediation effects of green mindfulness and green self-efficacy. Sustainability (Switzerland), 6(10), 6604–6621.
Chen, Y. S., Chang, C. H., Yeh, S. L., & Cheng, H. I. (2015). Green shared vision and green creativity: the mediation roles of green mindfulness and green self-efficacy. Quality and Quantity, 49(3), 1169–1184.
Duan, W., Tang, X., Li, Y., Cheng, X., & Zhang, H. (2020). Perceived Organizational Support and Employee Creativity: The Mediation Role of Calling. Creativity Research Journal, 32(4), 403–411.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 JAppPsychol POS original article. Journal of Applied Psychology, 71(3), 500–507.
Faraz, N. A., Ahmed, F., Ying, M., & Mehmood, S. A. (2021). The interplay of green servant leadership, self-efficacy, and intrinsic motivation in predicting employees’ pro-environmental behavior. Corporate Social Responsibility and Environmental Management, 28(4), 1171–1184.
Farooq, R., Zhang, Z., Talwar, S., & Dhir, A. (2021). Do green human resource management and self-efficacy facilitate green creativity? A study of luxury hotels and resorts. Journal of Sustainable Tourism, 0(0), 1–22.
Grant, R., & Vogt, E. M. (2015). Human Resources Management : Self-Efficacy as a Determinant of Effectiveness. International Journal of Management & Organizational Studies, 4(4), 153–162.
Guo, L., Xu, Y., Liu, G., Wang, T., & Du, C. (2019). Understanding firm performance on green sustainable practices through managers’ ascribed responsibility and waste management: Green self-efficacy as moderator. Sustainability (Switzerland), 11(18), 1–16.
Hair JR, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.).
Hameed, Z., Khan, I. U., Islam, T., Sheikh, Z., & Khan, S. U. (2019). Corporate social responsibility and employee pro-environmental behaviors: The role of perceived organizational support and organizational pride. South Asian Journal of Business Studies, 8(3), 246–265.
Hameed, Z., Naeem, R. M., Hassan, M., Naeem, M., Nazim, M., & Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support. International Journal of Manpower.
He, P., Zhou, Q., Zhao, H., Jiang, C., & Wu, Y. J. (2020). Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator. Frontiers in Psychology, 11(July), 1–16.
Holden, E., Linnerud, K., & Banister, D. (2014). Sustainable development: Our Common Future revisited. Global Environmental Change, 26(1), 130–139.
Hosain, M. S., & Rahman, M. S. (2016). “ Green ” Human Resource Management - A Theoretical Overview. Journal of Business and Management, 03(6), 24–30.
Hunter, R. H., & Jordan, R. C. (2020). “I have a little, little, little footprint on the world” and “I’m not political”: feelings of low self-efficacy and the effect of identity on environmental behaviour in educators. Environmental Education Research, 26(5), 666–683.
Joshi, A., Kale, S., Chandel, S., & Pal, D. (2015). Likert Scale: Explored and Explained. British Journal of Applied Science & Technology, 7(4), 396–403.
Kornilaki, M., Thomas, R., & Font, X. (2019). The sustainability behaviour of small firms in tourism: the role of self-efficacy and contextual constraints. Journal of Sustainable Tourism, 27(1), 97–117.
Li, W., Bhutto, T. A., Xuhui, W., Maitlo, Q., Zafar, A. U., & Ahmed Bhutto, N. (2020). Unlocking employees’ green creativity: The effects of green transformational leadership, green intrinsic, and extrinsic motivation. Journal of Cleaner Production, 255, 120229.
Li Zhang, Bu, Q., & Wee, S. (2016). Effect of perceived organizational support on employee creativity. International Journal of Stress Management.
Ma, Z., Gong, Y., Long, L., & Zhang, Y. (2021). Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty. International Journal of Human Resource Management, 32(2), 478–511.
Mansoor, A., Farrukh, M., Lee, J. K., & Jahan, S. (2021). Stimulation of employees’ green creativity through green transformational leadership and management initiatives. Sustainability (Switzerland), 13(14), 1–14.
Mittal, S., & Dhar, R. L. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels. Tourism Management, 57, 118–127.
Mujiasih, E. (2015). Hubungan Antara Persepsi Dukungan Organisasi (Perceived Organizational Support) Dengan Keterikatan Karyawan. Jurnal Psikologi Undip, 14(1), 40–51.
Nisar, Q. A., Zafar, A., Shoukat, M., & Ikram, M. (2017). Green Transformational Leadership and Green Performance: The mediating role of Green Mindfulness and Green Self-efficacy. International Journal of Management Excellence, 9(2), 1059.
Paillé, P., Valéau, P., & Renwick, D. W. (2020). Leveraging green human resource practices to achieve environmental sustainability. Journal of Cleaner Production, 260.
Pham, N. T., Hoang, H. T., & Phan, Q. P. T. (2020). Green human resource management: a comprehensive review and future research agenda. International Journal of Manpower, 41(7), 845–878.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green Human Resource Management: A Review and Research Agenda*. International Journal of Management Reviews, 15(1), 1–14.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
Runhaar, P., & Sanders, K. (2016). Promoting teachers’ knowledge sharing. The fostering roles of occupational self-efficacy and Human Resources Management. Educational Management Administration and Leadership, 44(5), 794–813.
Sabokro, M., Masud, M. M., & Kayedian, A. (2021). The effect of green human resources management on corporate social responsibility, green psychological climate and employees’ green behavior. Journal of Cleaner Production, 313(June).
Sekaran, U., & Bougie, R. (2016). Research Methods for Business A Skill-Building Approach. In T. John Wiley & Sons Ltd (Ed.), Paper Knowledge . Toward a Media History of Documents (7th ed.).
Shen, J., Dumont, J., & Deng, X. (2018). Employees’ Perceptions of Green HRM and Non-Green Employee Work Outcomes: The Social Identity and Stakeholder Perspectives. Group and Organization Management, 43(4), 594–622.
Tang, G., Chen, Y., Jiang, Y., Paillé, P., & Jia, J. (2018). Green human resource management practices: scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31–55.
Tuan, L. T. (2020). Environmentally-specific servant leadership and green creativity among tourism employees: dual mediation paths. Journal of Sustainable Tourism, 28(1), 86–109.
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443–1453.
Yong, J. Y., Yusliza, M. Y., Ramayah, T., Chiappetta Jabbour, C. J., Sehnem, S., & Mani, V. (2020). Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), 212–228.
Yusliza, M. Y., Amirudin, A., Rahadi, R. A., Athirah, N. A. N. S., Ramayah, T., Muhammad, Z., Dal Mas, F., Massaro, M., Saputra, J., & Mokhlis, S. (2020). An investigation of pro-environmental behaviour and sustainable development in Malaysia. Sustainability (Switzerland), 12(17), 1–21.
Yusliza, M. Y., Tanveer, M. I., Thurasamy, R., Kumar, S. C., Saputra, J., & Faezah, J. N. (2021). Perceived green human resource management among employees in manufacturing firms. Polish Journal of Management Studies, 23(1), 470–486.
Zhang, W., Xu, F., & Wang, X. (2020). How green transformational leadership affects green creativity: Creative process engagement as intermediary bond and green innovation strategy as boundary spanner. Sustainability (Switzerland), 12(9).
DOI: https://doi.org/10.24967/jmb.v9i1.1710
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References
Ahmad, I., Ullah, K., & Khan, A. (2021). The impact of green HRM on green creativity: mediating role of pro-environmental behaviors and moderating role of ethical leadership style. International Journal of Human Resource Management, 0(0), 1–33.
Al-Hawari, M. A., Quratulain, S., & Melhem, S. B. (2021). How and when frontline employees’ environmental values influence their green creativity? Examining the role of perceived work meaningfulness and green HRM practices. Journal of Cleaner Production, 310(August 2020), 127598.
Aldabbas, H., Pinnington, A., & Lahrech, A. (2021). The influence of perceived organizational support on employee creativity: The mediating role of work engagement. Current Psychology, 1996.
Allen, C., Metternicht, G., & Wiedmann, T. (2018). Initial progress in implementing the Sustainable Development Goals (SDGs): a review of evidence from countries. Sustainability Science, 13(5), 1453–1467.
Appelbaum, S. H., & Hare, A. (1996). Self-efficacy as a mediator of goal setting and performance: Some human resource applications. Journal of Managerial Psychology, 11(3), 33–47.
Bhatnagar, J., & Aggarwal, P. (2020). Meaningful work as a mediator between perceived organizational support for environment and employee eco-initiatives, psychological capital and alienation. Employee Relations, 42(6), 1487–1511.
Bhutto, T. A., Farooq, R., Talwar, S., Awan, U., & Dhir, A. (2021). Green inclusive leadership and green creativity in the tourism and hospitality sector: serial mediation of green psychological climate and work engagement. Journal of Sustainable Tourism, 29(10), 1716–1737.
Briggs, W. M., Nguyen, H. T., & Trafimow, D. (2018). The replacement for hypothesis testing. In Studies in Computational Intelligence (Vol. 808, Issue 2016). Springer International Publishing.
Carter, W. R., Nesbit, P. L., Badham, R. J., Parker, S. K., & Sung, L. K. (2018). The effects of employee engagement and self-efficacy on job performance: a longitudinal field study. International Journal of Human Resource Management, 29(17), 2483–2502.
Chaudhary, R. (2020). Green Human Resource Management and Employee Green Behavior: An Empirical Analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630–641.
Chaudhary, R., Rangnekar, S., & Barua, M. K. (2012). Relationships between occupational self efficacy, human resource development climate, and work engagement. Team Performance Management, 18(7), 370–383.
Chen, Y. S., Chang, C. H., & Lin, Y. H. (2014). Green transformational leadership and green performance: The mediation effects of green mindfulness and green self-efficacy. Sustainability (Switzerland), 6(10), 6604–6621.
Chen, Y. S., Chang, C. H., Yeh, S. L., & Cheng, H. I. (2015). Green shared vision and green creativity: the mediation roles of green mindfulness and green self-efficacy. Quality and Quantity, 49(3), 1169–1184.
Duan, W., Tang, X., Li, Y., Cheng, X., & Zhang, H. (2020). Perceived Organizational Support and Employee Creativity: The Mediation Role of Calling. Creativity Research Journal, 32(4), 403–411.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Eisenberger 1986 JAppPsychol POS original article. Journal of Applied Psychology, 71(3), 500–507.
Faraz, N. A., Ahmed, F., Ying, M., & Mehmood, S. A. (2021). The interplay of green servant leadership, self-efficacy, and intrinsic motivation in predicting employees’ pro-environmental behavior. Corporate Social Responsibility and Environmental Management, 28(4), 1171–1184.
Farooq, R., Zhang, Z., Talwar, S., & Dhir, A. (2021). Do green human resource management and self-efficacy facilitate green creativity? A study of luxury hotels and resorts. Journal of Sustainable Tourism, 0(0), 1–22.
Grant, R., & Vogt, E. M. (2015). Human Resources Management : Self-Efficacy as a Determinant of Effectiveness. International Journal of Management & Organizational Studies, 4(4), 153–162.
Guo, L., Xu, Y., Liu, G., Wang, T., & Du, C. (2019). Understanding firm performance on green sustainable practices through managers’ ascribed responsibility and waste management: Green self-efficacy as moderator. Sustainability (Switzerland), 11(18), 1–16.
Hair JR, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.).
Hameed, Z., Khan, I. U., Islam, T., Sheikh, Z., & Khan, S. U. (2019). Corporate social responsibility and employee pro-environmental behaviors: The role of perceived organizational support and organizational pride. South Asian Journal of Business Studies, 8(3), 246–265.
Hameed, Z., Naeem, R. M., Hassan, M., Naeem, M., Nazim, M., & Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support. International Journal of Manpower.
He, P., Zhou, Q., Zhao, H., Jiang, C., & Wu, Y. J. (2020). Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator. Frontiers in Psychology, 11(July), 1–16.
Holden, E., Linnerud, K., & Banister, D. (2014). Sustainable development: Our Common Future revisited. Global Environmental Change, 26(1), 130–139.
Hosain, M. S., & Rahman, M. S. (2016). “ Green ” Human Resource Management - A Theoretical Overview. Journal of Business and Management, 03(6), 24–30.
Hunter, R. H., & Jordan, R. C. (2020). “I have a little, little, little footprint on the world” and “I’m not political”: feelings of low self-efficacy and the effect of identity on environmental behaviour in educators. Environmental Education Research, 26(5), 666–683.
Joshi, A., Kale, S., Chandel, S., & Pal, D. (2015). Likert Scale: Explored and Explained. British Journal of Applied Science & Technology, 7(4), 396–403.
Kornilaki, M., Thomas, R., & Font, X. (2019). The sustainability behaviour of small firms in tourism: the role of self-efficacy and contextual constraints. Journal of Sustainable Tourism, 27(1), 97–117.
Li, W., Bhutto, T. A., Xuhui, W., Maitlo, Q., Zafar, A. U., & Ahmed Bhutto, N. (2020). Unlocking employees’ green creativity: The effects of green transformational leadership, green intrinsic, and extrinsic motivation. Journal of Cleaner Production, 255, 120229.
Li Zhang, Bu, Q., & Wee, S. (2016). Effect of perceived organizational support on employee creativity. International Journal of Stress Management.
Ma, Z., Gong, Y., Long, L., & Zhang, Y. (2021). Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty. International Journal of Human Resource Management, 32(2), 478–511.
Mansoor, A., Farrukh, M., Lee, J. K., & Jahan, S. (2021). Stimulation of employees’ green creativity through green transformational leadership and management initiatives. Sustainability (Switzerland), 13(14), 1–14.
Mittal, S., & Dhar, R. L. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels. Tourism Management, 57, 118–127.
Mujiasih, E. (2015). Hubungan Antara Persepsi Dukungan Organisasi (Perceived Organizational Support) Dengan Keterikatan Karyawan. Jurnal Psikologi Undip, 14(1), 40–51.
Nisar, Q. A., Zafar, A., Shoukat, M., & Ikram, M. (2017). Green Transformational Leadership and Green Performance: The mediating role of Green Mindfulness and Green Self-efficacy. International Journal of Management Excellence, 9(2), 1059.
Paillé, P., Valéau, P., & Renwick, D. W. (2020). Leveraging green human resource practices to achieve environmental sustainability. Journal of Cleaner Production, 260.
Pham, N. T., Hoang, H. T., & Phan, Q. P. T. (2020). Green human resource management: a comprehensive review and future research agenda. International Journal of Manpower, 41(7), 845–878.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green Human Resource Management: A Review and Research Agenda*. International Journal of Management Reviews, 15(1), 1–14.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.
Runhaar, P., & Sanders, K. (2016). Promoting teachers’ knowledge sharing. The fostering roles of occupational self-efficacy and Human Resources Management. Educational Management Administration and Leadership, 44(5), 794–813.
Sabokro, M., Masud, M. M., & Kayedian, A. (2021). The effect of green human resources management on corporate social responsibility, green psychological climate and employees’ green behavior. Journal of Cleaner Production, 313(June).
Sekaran, U., & Bougie, R. (2016). Research Methods for Business A Skill-Building Approach. In T. John Wiley & Sons Ltd (Ed.), Paper Knowledge . Toward a Media History of Documents (7th ed.).
Shen, J., Dumont, J., & Deng, X. (2018). Employees’ Perceptions of Green HRM and Non-Green Employee Work Outcomes: The Social Identity and Stakeholder Perspectives. Group and Organization Management, 43(4), 594–622.
Tang, G., Chen, Y., Jiang, Y., Paillé, P., & Jia, J. (2018). Green human resource management practices: scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31–55.
Tuan, L. T. (2020). Environmentally-specific servant leadership and green creativity among tourism employees: dual mediation paths. Journal of Sustainable Tourism, 28(1), 86–109.
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443–1453.
Yong, J. Y., Yusliza, M. Y., Ramayah, T., Chiappetta Jabbour, C. J., Sehnem, S., & Mani, V. (2020). Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), 212–228.
Yusliza, M. Y., Amirudin, A., Rahadi, R. A., Athirah, N. A. N. S., Ramayah, T., Muhammad, Z., Dal Mas, F., Massaro, M., Saputra, J., & Mokhlis, S. (2020). An investigation of pro-environmental behaviour and sustainable development in Malaysia. Sustainability (Switzerland), 12(17), 1–21.
Yusliza, M. Y., Tanveer, M. I., Thurasamy, R., Kumar, S. C., Saputra, J., & Faezah, J. N. (2021). Perceived green human resource management among employees in manufacturing firms. Polish Journal of Management Studies, 23(1), 470–486.
Zhang, W., Xu, F., & Wang, X. (2020). How green transformational leadership affects green creativity: Creative process engagement as intermediary bond and green innovation strategy as boundary spanner. Sustainability (Switzerland), 12(9).
