Pengaruh Green Hrm Terhadap Environmental Performance Dengan Mediasi Green Organizational Culture Dan Employee Environmental Commitement

Abstract

The Environmental Performance of PT Kereta Api Indonesia (Persero) Daop 9 Jember shows rising electricity and fuel consumption, while the integration of environmental aspects into human resource management remains limited. This study aims to analyze the influence of Green Human Resource Management (Green HRM) on Environmental Performance with Green Organizational Culture and Employee Environmental Commitment as mediating variables. This quantitative explanatory study involved 172 permanent employees from a population of 946, selected using Proportionate Quota Sampling. Data were collected through an online questionnaire using a 1 to 5 Likert scale from 27 July to 27 August 2026 and analyzed using PLS-SEM with SmartPLS 4.0. The results show that Green HRM has a positive and significant effect on Green Organizational Culture (β = 0.710) and Employee Environmental Commitment (β = 0.170), but not on Environmental Performance (β = 0.140; p = 0.120). Green Organizational Culture significantly affects Environmental Performance (β = 0.262) and Employee Environmental Commitment (β = 0.642). Employee Environmental Commitment significantly affects Environmental Performance (β = 0.446). The single mediation of Green Organizational Culture (p = 0.059) and Employee Environmental Commitment (p = 0.116) is not significant, whereas their serial mediation is significant (β = 0.203; p = 0.009). Thus, the effect of Green HRM on Environmental Performance develops gradually through organizational culture and then employee commitment. The company is advised to integrate environmental indicators into its KPIs, recruitment, and reward system, and to extend the KAI-Pling program to more work units.