Analisis EGB (Employee Green Behaviour) dalam Penerapan GHRM (Green Human Resource Management) Studi di (PT. INDUSTRI KARET NUSANTARA)

Muhammad Haekal, Setiawan and Dr. Ir. Endah Rahayu Lestari,, MS (2023) Analisis EGB (Employee Green Behaviour) dalam Penerapan GHRM (Green Human Resource Management) Studi di (PT. INDUSTRI KARET NUSANTARA). Sarjana thesis, Universitas Brawijaya.

Abstract

PT. Industri Karet Nusantara (PT. IKN) yang merupakan anak perusahaan dari PT. Perkebunan Nusantara III. Salah satu produk dari PT. IKN yaitu resiprene-35, produk ini merupakan hasil dari siklisasi karet yang menjadi resin berkualitas tinggi. Dalam proses pengolahan produk perlu untuk memperhatikan aspek lingkungan yang dapat dilakukan dengan memperhatikan keseimbangan lingkungan, sehingga penting diterapkan Green Human Resource Management (GHRM) pada industri ini. GHRM menjadi kunci dalam terciptanya perusahaan atau organisasi hijau dengan semua kegiatan yang meliputi kegiatan pengembangan, penerapan dan pemeliharaan sistem lingkungan secara menyeluruh. Model konseptual yang dikembangkan dalam penelitian ini dengan menggunakan variabel berikut GHRM, Corporate Social Responsibility (CSR), Green Psychological Climate (GPC), dan Employee Green Behaviour (EGB). Metode yang digunakan adalah Structural Equation Modelling (SEM) dengan pendekatan Partial Least Square (PLS) (SEMPLS). Teknik sampling yang digunakan pada penelitian ini adalah teknik sampling jenuh merupakan penggunaan seluruh populasi yang ada sebagai sampel. Pengolahan data statistik menggunakan Statictical Package for Social Sciences (SPSS) dan statistik inferensial SEM-PLS. Hasil penelitian membuktikan penerapan GHRM berpengaruh positif dan signifikan begitu pula CSR berpengruh positif dan signifikan terhadap EGB. Hubungan GHRM dan EGB terbukti tidak signifikan, sehingga CSR memediasi sempurna terhadap hubungan GHRM dengan EGB. Selanjutnya pengaruh GHRM dan GPC terbukti signifikan tetapi hubungan antara GPC dan EGB tidak signifikan sehingga GPC tidak mampu memediasi hubungan GHRM dan EGB. Hasil penelitian memberikan gambaran mengenai hubungan yang dapat diperbaharui serta dipertahankan dan ditingkatkan. Perusahaan dapat melakukan penanganan dalam membentuk EGB melalui penerapan GHRM dengan konsisten untuk membentuk EGB, demikian pula perusahaan dihimbau untuk menggunakan CSR dengan baik. GHRM yang baik dapat meningkatkan suasana hijau (GPC) sehingga lingkungan lingkungan industri menjadi lebih hijau.

English Abstract

PT. Nusantara Rubber Industry (PT. IKN) which is a subsidiary of PT. Nusantara Plantations III. One of the products from PT. IKN, namely resiprene-35, this product is the result of cyclization of rubber into high-quality resin. In the product processing process, it is necessary to pay attention to environmental aspects which can be done by paying attention to environmental balance, so it is important to apply Green Human Resource Management (GHRM) in this industry. GHRM is the key to creating a green company or organization with all activities covering the development, implementation, and maintenance of environmental systems. This research was conducted to find out that Employee Green Behavior (EGB) was affected by the implementation of GHRM studies at PT. IKN. The conceptual model developed in this study uses the following variables GHRM, Corporate Social Responsibility (CSR), Green Psychological Climate (GPC), and Employee Green Behavior (EGB). The method used is Structural Equation Modeling (SEM) with Partial Least Square (PLS) approach (SEM-PLS). The sampling technique used in this study is a saturated sampling technique using the entire population as a sample. Statistical data processing using the Statistical Package for Social Sciences (SPSS) and SEM-PLS inferential statistics. The results of the study prove that the implementation of GHRM has a positive and significant effect as well as CSR which has a positive and significant effect on EGB. The relationship between GHRM and EGB is proven to be insignificant, so that CSR perfectly mediates the relationship between GHRM and EGB. Furthermore, the effect of GHRM and GPC proved to be significant but the relationship between GPC and EGB was not significant so that GPC was unable to mediate the relationship between GHRM and EGB. The research results provide an overview of relationships that can be renewed and maintained and enhanced. Companies can handle the formation of EGB through consistent implementation of GHRM to form EGB, as well as companies are encouraged to use CSR properly. A good GHRM can increase a green atmosphere (GPC) so that the industrial environment becomes greener.

Item Type:	Thesis (Sarjana)
Identification Number:	052310
Uncontrolled Keywords:	Green Human Resource Management, Corporate Social Responsibility, Employee Green Behavior, Green Psychological Climate, Resiprene-35 Corporate Social Responsibility, Employee Green Behavior, Green Psychological Climate, Green Human Resource Management, Resiprene-35
Divisions:	Fakultas Teknologi Pertanian > Teknologi Industri Pertanian
Depositing User:	Unnamed user with username verry
Date Deposited:	11 Jan 2024 03:17
Last Modified:	11 Jan 2024 03:17
URI:	http://repository.ub.ac.id/id/eprint/208073

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