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"Meningkatnya kesadaran masyarakat akan pentingnya menjaga lingkungan membuat banyak pelaku bisnis mengubah operasi perusahaannya menjadi lebih berkelanjutan. Penelitian ini menganalisis pengaruh Green Human Resource Management terhadap Employee Green Behavior dengan Organizational Identification sebagai variabel mediasi pada karyawan Generasi Z di perusahaan FMCG di Jabodetabek, menggunakan data dari 201 responden yang dianalisis dengan metode Partial Least Squares-Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa Green Human Resource Management berpengaruh positif signifikan terhadap Employee Green Behavior, baik secara langsung maupun melalui mediasi Organizational Identification, meskipun efek mediasinya lebih rendah jika dibandingkan dengan hubungan langsung. Selain itu, efek mediasi pada hubungan Green Human Resource Management terhadap Voluntary Green Behavior lebih kecil dibandingkan dengan Task-Related Green Behavior.

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The increasing awareness of the importance of environmental sustainability has led many businesses to transform their operations to become more sustainable. This study analyses the influence of Green Human Resource Management on Employee Green Behavior, with Organizational Identification as a mediating variable, focusing on Generation Z employees in FMCG companies in the Jabodetabek area. The data, collected from 201 respondents, was analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method. The findings indicate that Green Human Resource Management has a significant positive impact on Employee Green Behavior, both directly and through Organizational Identification as a mediator, although the mediation effect is weaker compared to the direct relationship. Furthermore, the mediation effect of Green Human Resource Management on Voluntary Green Behavior is weaker than its effect on Task-Related Green Behavior

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"Penelitian ini membahas mengenai keterkaitan antara pengelolaan sumber daya manusia (SDM), komitmen keorganisasian dan intensi pegawai untuk keluar organisasi pada pegawai Kantor Pusat PT Bank X di Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data secara primer melalui kuesioner. Tujuan dari penelitian ini adalah membuktikan pengaruh pengelolaan SDM terhadap intensi keluar organisasi dengan komitmen keorganisasian sebagai variabel antara. Hasil penelitian menunjukkan bahwa pengelolaan SDM memiliki pengaruh signifikan terhadap intensi keluar organisasi; komitmen keorganisasian memiliki pengaruh signifikan terhadap intensi keluar organisasi; pengelolaan SDM memiliki pengaruh signifikan terhadap komitmen keorganisasian; dan pengelolaan SDM memiliki pengaruh terhadap intensi keluar dengan komitmen keorganisasian sebagai variabel antara.

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This study discusses the linkages between human resource management, organizational commitment and employee turnover intention at headquarter of PT Bank X in Jakarta. This study uses a quantitative approach with the primary data collection technique through a questionnaire. The purpose of this study is to prove the influence of human resource management on turnover intention with organizational commitment as a mediating variables.

Results of the study showed that human resource management has a significant influence on turnover intention, organizational commitment has a significant influence on turnover intention, human resource management has a significant influence on organizational commitment, and human resource management have an influence on turnover intention with organizational commitment as a mediating variable."

"e-HRM merupakan suatu teknologi informasi yang dapat meningkatkan efektivitas dan efisiensi sistem HRM perusahaan dengan melaksanakan fungsi sistem tersebut secara elektronik atau online. Penelitian ini bertujuan untuk menganalisis pengaruh penggunaan electronic human resource management (e-HRM) terhadap efektivitas HRM di perusahaan perbankan. Unified Theory of Acceptance and Use of Technology (UTAUT) digunakan sebagai teori untuk menganalisis pengaruh determinan e-HRM (performance expectancy, effort expectancy, dan social influence) terhadap penggunaan sistem e-HRM. Data empiris diperoleh melalui kuesioner yang disebarkan ke salah satu perusahaan perbankan di Jakarta. Analisis hipotesis dilakukan dengan teknik Structural Equation Modeling (SEM) menggunakan perangkat lunak Lisrel 8.80. Hasil penelitian ini menunjukkan bahwa performance expectancy dan effort expectancy dapat memengaruhi penggunaan sistem e-HRM oleh karyawan. Penggunaan sistem e-HRM juga terbukti memiliki pengaruh positif dan signifikan terhadap efektivitas HRM pada tingkat kebijakan dan praktik

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e-HRM is an information technology that increased the effectiveness and efficiency of company’s HRM system by carrying out HRM system’s function electronically or online. The purpose of this study is to analyze the effect of using electronic human resource management (e-HRM) on human resource management (HRM) effectiveness in Banking Company. Unified Theory of Acceptance and Use of Technology (UTAUT) was used as a theory to analyze the effect of e-HRM determinants (performance expectancy, effort expectancy, and social influence) toward e-HRM usage. Empirical data was obtained through questionnaires that distributed to one of the banking company in Jakarta. Hypothesis was examined using structural equation modeling (SEM) technique using Lisrel 8.80 software. The findings indicate that performance expectancy and effort expectancy influence e-HRM usage. e-HRM usage also has positive and significant effect on HRM effectiveness at policy and practice level"

"Penelitian ini bertujuan untuk mengeksplorasi pengaruh socially responsible human resource management (SR-HRM) dan extrinsic motivation, dengan peran mediasi intrinsic motivation, terhadap organizational commitment pada karyawan tetap industri perhotelan di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan metode riset survei. Data dikumpulkan menggunakan kuesioner daring untuk pengumpulan data primer. Penelitian ini melibatkan 400 responden yang merupakan karyawan tetap industri perhotelan di Indonesia. Data dianalisis menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa SR-HRM dan extrinsic motivation memiliki pengaruh positif signifikan terhadap organizational commitment, sedangkan intrinsic motivation memainkan peran mediasi yang memperkuat hubungan tersebut. Temuan ini diharapkan dapat memberikan kontribusi praktis bagi organisasi dalam meningkatkan komitmen karyawan melalui kebijakan SDM yang bertanggung jawab, serta memberikan wawasan akademis dalam bidang manajemen sumber daya manusia dan motivasi karyawan.

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This study aims to explore the influence of socially responsible human resource management (SR-HRM) and extrinsic motivation, with the mediating role of intrinsic motivation, on organizational commitment among permanent employees in the hotel industry in Indonesia. The research adopts a quantitative approach with a survey method. Data is collected through an online questionnaire. The study involved 400 permanent hotel employees in Indonesia. Data is analyzed using Structural Equation Modelling (SEM) method. The results show that SR-HRM and extrinsic motivation have a significant positive impact on organizational commitment, while intrinsic motivation plays a mediating role that strengthens this relationship. These findings are expected to provide practical contributions for organizations in enhancing employee commitment through responsible HR policies, as well as offering academic insights into the fields of human resource management and employee motivation. "

"Two hundred fifteen public employees participated in this study, which tested relationship between innovative human resources management (HRM) practices-including training, career development, appraisal feedback, participation in - decision- making and autonomy-and individual performace...."