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The effect of green human resource management (GHRM) practices on turnover intention: Mediating role of work environment

Author

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  • Abdul Faris Makarim

    (Universitas Islam Indonesia)

  • Muafi Muafi

    (Universitas Islam Indonesia)

Abstract

This study examines and analyzes the relationship between Green Human Resource Management (GHRM) practices, such as Green Recruitment, Green Training on Turnover Intention mediated by the Work Environment. The sample is 90 employees of the Millennial generation of State-Owned Enterprises, namely PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch. While the data analysis uses the Structural Equation Model (SEM) with Partial Least Square (PLS). The results show that; (1) There is a negative effect between Green Recruitment on turnover intention, (2) there is a negative effect between Green Training on Turnover Intention, (3) there is a negative effect between the Work Environment on Turnover Intention, (4) there is a significant effect between Green Recruitment on Turnover Intention mediated by Work Environment variables, (5) there is a significant effect between Green Training on Turnover Intention mediated by Work Environment variables in Millennial generation employees of PT. Angkasa Pura I (Persero) Adi Soemarmo International Airport Surakarta branch. Key Words:Green Human Resource Management, Green Recruitment, Green Training, Work Environment, Turnover Intention

Suggested Citation

  • Abdul Faris Makarim & Muafi Muafi, 2021. "The effect of green human resource management (GHRM) practices on turnover intention: Mediating role of work environment," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 10(5), pages 83-94, July.
    • Handle: RePEc:rbs:ijbrss:v:10:y:2021:i:5:p:83-94
    DOI: 10.20525/ijrbs.v10i5.1269
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    References listed on IDEAS

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