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INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue X October 2025
The Influence of Green Human Resource Management and Green
Intellectual Capital on Environmental Performance Mediated by
Environmental Commitment
Muhammad Nur1, Irwan Safwadi2, Zulkifli3, Sulaiman4
1,2,3Faculty of Economics and Business, Abulyatama University, Indonesia, Aceh
4Faculty of Agriculture, Iskandar Muda University, Indonesia, Aceh
DOI: https://dx.doi.org/10.47772/IJRISS.2025.910000153
Received: 06 October 2025; Accepted: 14 October 2025; Published: 06 November 2025
ABSTRACT
This study aims to analyze the influence of green human resource management and green intellectual capital on
environmental performance mediated by environmental commitment. Sampling was done using census
techniques, with a sample of 115 respondents. Data analysis using partial least squares-structural equation
modelling (PLS-SEM) with the help of the SmartPLS program. The results show that green human resource
management (p-value 0.016 and T-stat 2.415) and green intellectual capital (p-value 0.000 and T-stat 5.457)
have a direct positive and significant influence on environmental performance. Green human resource
management (p-value 0.049 and T-stats 1.997) and green intellectual capital (p-value 0.000 and T-stats 6.257)
have a very significant influence on environmental commitments. Our indirect analysis found that environmental
commitment partially mediated the influence of green human resource management on environmental
performance (p-value 0.000 and T-stat 6.845) and environmental commitment partially mediated the influence
of green intellectual capital on environmental performance (p-value 0.048 and T-stat 2.132). This result implies
that the Education and Culture Office needs to improve the implementation (GHRM) by conducting green
recruitment and selection, providing training and development, and cultivating a reward system for employees.
Then green intellectual capital needs to be developed by increasing environmental knowledge and increasing
environmentally friendly innovation.
Keywords: Green Human Resource Management, Green Intellectual Capital, Environmental Performance,
Environmental Commitment.
INTRODUCTION
The world is facing serious environmental crises, such as climate change, pollution, and the depletion of natural
resources. At the national level, Indonesia is also very much feeling the impact of these issues. As part of local
government, the Education and Culture Office has a moral and functional responsibility to participate in
mitigation and adaptation efforts to environmental impacts. This awareness encourages every entity, including
educational institutions, to adopt practices that are more environmentally responsible ( Supriatna , 2021) .
In the modern era, more and more individuals are concerned about environmental issues. Organizations that have
a strong environmental commitment tend to be more attractive to quality talents who have similar values. The
Government of Indonesia has a strong commitment to sustainable development (Sustainable Development Goals
/ SDGs) which include various goals related to the environment, such as clean energy, responsible consumption
and production, and climate action. Although the Education and Culture Office is not an industrial sector, every
government agency is expected to contribute to the achievement of these targets. In addition, there are various
environmental regulations from the national to regional levels that must be complied with by all organizations,
including agencies.
Increasing global and national awareness of the importance of environmental sustainability. Various
environmental issues such as climate change, pollution, and depletion of natural resources are of serious concern.
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ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue VI June 2025
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The government, including regional agencies such as the Education and Culture Office, has a crucial role in
supporting the sustainable development agenda. This includes efforts to reduce the negative impact of
organizational activities on the environment. Government agencies that show a commitment to environmental
sustainability will have a better image in the eyes of the public. This can increase public trust and support for
the policies of the Education and Culture Office.
GHRM is a human resource management approach that integrates eco-friendly principles into all aspects of
HRM, from recruitment, training, performance management, to compensation. It aims to create "green
employees" who have pro-environmental awareness and behavior. By implementing GHRM, the Education and
Culture Office can encourage the creation of an organizational culture that cares about the environment, where
each individual feels responsible for the environmental impact of their activities. The implementation of GHRM
can contribute to operational efficiency. For example, through energy-saving programs, waste reduction, or more
sustainable use of resources. This can lead to a reduction in the operational costs of the Education and Culture
Office. (Aburahma et al., 2020)
The success of any sustainability initiative is highly dependent on Green Human Capital, namely the awareness,
knowledge, and commitment of employees. Without green human resources, environmentally friendly policies
will be difficult to implement effectively. The implementation of GIC also involves the development of green
structural capital, namely systems, procedures, and organizational culture that support environmentally friendly
practices. This includes everything from the procurement of "green" goods to environmental impact reporting
systems. (Ratnamiasih et al., 2022)
The implementation of good environmental performance is often directly correlated with operational efficiency,
such as implementing electricity saving policies in office buildings can significantly reduce operational costs.
Managing waste properly (e.g., paper recycling, waste sorting) can reduce waste volume and management costs.
Reduce water waste in official facilities. Government agencies that show commitment to environmental
sustainability will get a positive image in the eyes of the public. This can increase public trust in the Education
and Culture Office, strengthen the legitimacy of the institution, and even attract collaboration from various
parties who care about the environment. (Asiaei et al., 2022)
Based on the above background to understand the phenomenon in depth, direct observation, interviews with
staff, and analysis of official documents will be very helpful. To be able to design the right strategy and increase
environmental awareness, which will ultimately have an impact on green environmental performance, the author
in this case proposes the title of the research with the title "The Influence of Green Human Resource
Management and Green Intellectual Capital on Environmental Performance Mediated by Environmental
Commitment at the Pidie Regency Education and Culture Office.
LITERATURE REVIEW
Green Human Resource Management
Human Resources Management (HRM) is a whole series of managerial activities and tasks with the development
and maintenance of a qualified workforce in a way that contributes to the effectiveness of the organization. HRM
is a concept that is known, known and understood by practitioners and academics. (Majeed et al., 2019)
Green human resource management can be measured through several indicators that have been identified.
According to (Shah, 2019) describes the six dimensions of green human resource management:
Green Recruitment Prioritizing the concept of green (environmentally friendly) at the stage of employee
recruitment.
Green Training & Development Trains employees to behave green or environmentally friendly in carrying out
their work, so that the company can become a forum for employee career development.
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Green Performance Management & Appraisal Embeds eco-friendly values in the performance appraisal system
of employees and supervisors, as well as putting forward innovative ideas for the company's sustainability.
Green Compensation Provides a bonus in salary for every waste reduction made, having a positive impact on
the surrounding environment.
Green Employee Relations Utilizing online media and reducing pollution due to employees' personal vehicles
and adapting the 3R (Reduce, Recylce, Reuse) system within the company.
Green Exit Provides warnings for employees who violate the company's environmental policies. If the warning
limit is exceeded, a penalty will be given in the form of punishment for employees who have violated the policy,
providing protection for whistleblowers related to environmental issues.
Green Intellectual Capital
Intellectual capital is defined as the overall amount of knowledge, information, technology, intellectual property
rights, team communication systems, customer relationships, and trademarks that are capable of creating value
for a company (Asiaei et al., 2022). Intellectual capital includes all intangible assets considered in modern
accounting.
The indicators of Green Intellectual Capital according to (Latham & Pinder, 2020) are as follows: 1) Green
Intellectual Capital (GHC). 2) Green Stuctural Capital (GSC). 3) Green Relational Capital (GRC).
Environmental Performance
According to Suratno, environmental performance is the company's performance in creating a green
environment. The company's environmental performance assessment is seen through the color rating obtained
through the Company Performance Rating Assessment Program (PROPER) organized by the Ministry of
Environment (KLH). ( Asiaei et al., 2022)
According to Haholongan (2016) the measurement of Environmental Performance is as follows: 1) Reduce is
defined as a company's effort to reduce the value of waste disposed of into the environment so that the value of
environmental sustainability can be more guaranteed 2) Reuse Reuse is defined as a company's effort to reduce
the value of pollution through the reprocessing of materials that can still be used so that the amount of waste
disposed of decreases 3) Recyle Recycling is the company's effort to recycle waste, whether it is of the same
type so that the functional value of the inorganic materials used in the operational process is increasingly
implemented.
Environmental Commitment
Commitment to the environment is a commitment made by an organization to implement new environmental
programs and strengthen its environmental strategy. Organizations have a social responsibility to restore and
preserve the natural environment by integrating social and environmental issues into their business operations.
(Song et al., 2023)
According to (Tai-Kuei Yu et al., 2019), the indicators of environmental commitment include: 1) Emission
Reduction. 2) Use of Renewable Energy. 3) Waste Management. 4) Forest Conservation. 5) Water
Conservation. 6) The use of eco-friendly products. 7) Greening Action Planting Trees. 8) Education.
Research Methods
Types and Approaches of Research
This type of research is quantitative research with an analytical survey approach. This study is focused on
analyzing the influence of Green Human Resource Management ()X1 and green intellectual capital () against
X2Environmental Performance (Y) mediated by Environmental Commitment as a variable (Z). Sample of 115
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ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue VI June 2025
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respondents, Types of data used primary and secondary, Data collection techniques including observation,
interviews and questionnaire distribution. Data processing used SPSS and PLS (Partial Least Square) descriptive
statistics, Descriptive statistics in this study were used to describe the characteristics of respondents. While PLS
(Partial Least Square) is used to determine The Influence of Green Human Resource Management and Green
Intellectual Capital Towards Environmental Performance mediated by the Environmental Commitment of the
Pidie Regency Education and Culture Office.
The data analysis technique used in this study is quantitative data analysis. The results of the research obtained
from the field were processed using statistical calculations using PLS (Partial Least Square). PLS is a Structural
Equation Modeling (SEM) equation model with an approach based on variance or component-based structural
equation modeling. According to the purpose of PLS-SEM is to develop a theory or build a theory (prediction
orientation). PLS is used to explain whether there is a relationship between latent variables (prediction). PLS is
a powerful method of analysis because it does not assume flow data with a certain scale measurement, small
sample size (Hair et al, 2019 ( Ghozali , 2015) )
Figure 1. Structural Equation Modelling
RESULTS AND DISCUSSION
Respondent Characteristics
Based on descriptive analysis, it was shown that the number of respondents was dominated by female
respondents as much as 60.9%. Respondents by age were dominated by respondents aged 40-49 years (41.7%).
The income level of the respondents was dominated by the income of Rp.3,500,000-Rp.5,000,000 as many as
54 people (47.0%). The education level of the respondents was dominated by 49 undergraduate graduates
(42.6%). Based on the working period of respondents who worked for more than 5 years, there were 70 people
(60.9%). The respondents' job positions were dominated by 25 job positions as Primary Expert Widyaprada
(21.7%), followed by 25 job positions as Personnel Analysts (21.7).
Evaluation of Measurement Model (Outer Model)
Measurement model testing will be conducted to show the results of validity and reliability tests. In this study,
validity testing is conducted to determine whether the construct has met the requirements to be continued as
research or not. In this validity test, there are two types of evaluations that will be conducted, namely:
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Convergent Validity
Convergent Validity models measurement with items that have values based on the correlation between the
item's score and the construct value. The convergent validity index is measured by the factors of AVE, composite
reliability, R square, cronbach's alpha.
The results of the AVE index, composite reliability, R square, cronbach's alpha can be seen in table 1.
Table 1 Convergent Validity
Variable AVE Composite Reliability Cronbach's Alpha
Environmental Performance (Y) 0,583 0,859 0,831
Green Human Resource Management (X1) 0,651 0,899 0,878
Green Intellectual Capital (X2) 0,514 0,912 0,903
Environmental Commitment (Z) 0,612 0,934 0,920
The validity and reliability criteria can also be seen from the reliability value of a variable and the Average
Variance Extracted (AVE) value of each variable. The variable is said to have high reliability if the composite
reliability value is above 0.7 and AVE is above 0.5. Based on table 1, it is stated that four variables meet
composite reliability because their values are above the recommended number, which is above 0.7 which already
meets the reliability criteria.
The following are the results of the outer model test which shows the value of outer loading using the Smartpls
v 3.2.7 analysis tool.
Figure 1 Outer Model Test Results
The results of the analysis shown in figure 2 show that all research variables have a loading factor value above
0.7. To see the value of the loading factor, all construct data can be seen in table 2.
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Table 2 Loading Factor Values of All Second Constructs
Construct Item Code Loading Factor
Green Human Resource
Management (X1)
X1.3 0,770
X1.4 0,755
X1.5 0,793
X1.6 0,722
X1.7 0,777
X1.8 0,775
X1.9 0,779
X1.11 0,734
Green Intellectual Capital
(X2)
X2.4 0,766
X2.5 0,728
X2.6 0,701
X2.7 0,717
X2.8 0,742
X2.10 0,733
X2.11 0,747
X2.12 0,799
X2.13 0,725
X2.14 0,771
X2.15 0,753
Environmental Performance
(Y)
Y1 0,816
Y2 0,793
Y4 0,785
Y5 0,798
Y6 0,765
Y8 0,736
Y9 0,757
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Environmental Commitment
(Z)
Z1 0,751
Z2 0,807
Z3 0,797
Z4 0,772
Z5 0,790
Z7 0,838
Z8 0,813
Z9 0,778
In the table above, the indicators of green human resource management, green intellectual capital, environmental
performance, and environmental commitment have a high loading factor value, showing that these indicators are
very good in representing the "environmental performance" construct. The loading factor value table is a very
useful tool in assessing the quality of the measurement model. By understanding this table, we can ensure that
the construct we are measuring is well represented by its indicators.
As for the Fornell Larcker Criterion value, it can be seen in table 3. The following:
Table 3. Fornell Larcker Criterion
Environmental
Performance (Y)
Green Human
Resource Management
(X1)
Green
Intellectual
Capital (X2)
Environmental
Commitment (Z)
Environmental
Performance (Y)
0,619
Green Human
Resource Management
(X1)
0,655 0,672
Green Intellectual
Capital (X2)
0,743 0,670 0,644
Environmental
Commitment (Z)
0,816 0,621 0,747 0,782
Structural Model Evaluation (Inner Model)
Structural model evaluation aims to predict the relationship between latent variables based on the substantive
theory of the structural model evaluated using R-square for the dependent construct.
R-Square (R2)
R-Square is used to measure the predictive power of a structural model. R-Squares explain the influence of
certain exogenous latent variables on endogenous latent variables whether they have a substantive influence. R-
squares values of 0.67, 0.33 and 0.19 indicate strong, moderate and weak models (Ghozali and Latan, 2015).
Here is Table 4.
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Table 4. R-Square
R Square Adjusted R Square
Environmental Performance (Y) 0,721 0,711
Environmental Commitment (Z) 0,585 0,575
From the results of the R-Squares in Table 4. it shows that the values of R-Squares are 0.374 and 0.744. This
value shows that the variables of green human resource management, green intellectual capital and
environmental commitment as mediation variables affect the environmental performance variable by 74%. And
the rest are influenced by other variables outside of the variables in this study.
Hypothesis Test Results
To assess the significance of the influence between variables, a bootstrapping procedure was carried out. The
bootstrap procedure uses the entire original sample to then be resampled. In the bootstrap resampling method,
the significance value used (two-tailed) t-value is 1.96 (significance level 5). Table 5. It is the result of a T-
statistical test to test the significance of indicators against latent variables in the second order construct.
Table 5. Total Effect
Original
Sample (0)
Sample
Mean (M)
Standard
Deviation
(STDEV)
T Statistics
(|O/STDEV|)
P-Values
Green Human Resource
Management (X1) ->
Environmental
Performance (Y)
0,265 0,287 0,110 2,415 0,016
Green Human Resource
Management (X1) ->
Environmental
Commitment (Z)
0,200 0,215 0,113 1,997 0,049
Green Intellectual
Capital (X2) ->
Environmental
Performance (Y)
0,555 0,547 0,102 5,457 0,000
Green Intellectual
Capital (X2) ->
Environmental
Commitment (Z)
0,627 0,626 0,100 6,257 0,000
Environmental
Commitment (Z) ->
Environmental
Performance (Y)
0,569 0,574 0,083 6,845 0,000
Based on the results of the total effect contained in Table 5. It shows that there are 5 paths that have significance
to their constructs with a statistical t-value greater than 1.96 and a p-value less than 0.05, meaning that the entire
path has a good significant value.
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Based on this description, to find out whether a hypothesis is accepted or rejected, it can be done by paying
attention to the significance value between constructs, t-statistics and p-values. Then measurement estimates and
standard errors are no longer calculated on statistical assumptions, but are based on empirical observations. In
the bootstrap resampling method in this study, the hypothesis is accepted that if the significance value of the t-
value is greater than 1.96 and/or the p-value is less than 0.05, then Ha is accepted and Ho is rejected and vice
versa.
Based on Table 5. The determination of the accepted or rejected hypothesis is explained as follows:
The green human resource management construct has a t-statistical value of 2,415 > 1.96, and a p-value of 0.016
< 0.05. Therefore, the first hypothesis that states that there is an influence of green human resource management
on environmental performance is accepted and supported by research data.
The green human resource management construct has a t-statistical value of 1.997 > 1.96, and a p-value of 0.049
< 0.05. Therefore, the second hypothesis that there is a very significant influence between green human resource
management on environmental commitments is accepted and supported by the research data.
The green intellectual capital construct has a t-statistical value of 5,457 > 1.96, and a p-value of 0.000 < 0.05.
Therefore, the third hypothesis that states that there is an influence of green intellectual capital on environmental
performance is accepted and supported by research data.
Construct green intellectual capital has a t-statistical value of 6,257 < 1.96, and a p-value of 0.000 > 0.05.
Therefore, the fourth hypothesis that there is a significant influence between green intellectual capital on
environmental commitments is accepted and supported by research data.
The environmental commitment construct has a t-statistical value of 6,845 < 1.96, and a p-value of 0.000 > 0.05.
Therefore, the fifth hypothesis that states that there is a very significant influence between environmental
commitment to environmental performance is accepted and supported by research data.
Simultaneous testing of the influence of exogenous variables green human resource management, green
intellectual capital and environmental commitment on endogenous environmental performance. In the last stage
of testing, if the influence of exogenous variables on endogenous variables is not significant, while the influence
of mediating variables on endogenous variables is significant. Thus, the mediation variable is proven to mediate
the influence of exogenous variables on endogenous variables.
Table 6. Specific Indirect Effect
Construct Original
Sample (0)
Sample
Mean (M)
Standard
Deviation
(STDEV)
T Statistics
(|O/STDEV|)
P-Values
Green Human Resource
Management (X1) ->
Environmental
Commitment (Z) ->
Environmental
Performance (Y)
0,114 0,122 0,063 2,132 0,048
Green Intellectual
Capital (X2) ->
Environmental
Commitment (Z) ->
Environmental
Performance (Y)
0,357 0,361 0,083 4,321 0,000
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DISCUSSION
The Influence of Green Human Resource Management on the Environmental Performance of the
Education and Culture Office of Pidie Regency
The first hypothesis shows that there is an influence of green human resource management on environmental
performance statistically, because the value of p=value obtained is 0.016, the statistical t is 2.415. Because of
the p value of <0.05, statistical value of >1.96 and positive path coefficient, it can be concluded that green human
resource management has an effect on environmental performance at the Pidie Regency Education and Culture
Office. This is in accordance with the research conducted.
In line with the research of Aftab et al. (2023) that to test the mediating effects of green innovation and pro-
environmental behavior in addition to the role of environmental strategy moderation in the proposed model, we
collected and analyzed data from 410 managers of manufacturing companies operating in Pakistan using partial
least squared structural equation modeling. The results of the mediation and moderation highlighted the
importance of green innovation, environmental strategies and pro-environmental behaviors to excel in
environmental performance through operational efficiency, appropriate environmental strategies and human
willingness to engage in environmental activities. These findings also point to implications for theory and
practice in similar developing countries. The study offers generalizations in developing countries that share the
same economic and social structure.
The Influence of Green Human Resource Management on Environmental Commitment at the Education
and Culture Office of Pidie Regency
The second hypothesis shows that there is an influence of green human resource management on environmental
commitment statistically, because the p value obtained is 0.049, the statistical t is 1.997. Because the p value is
<0.05, the statistical value is >1.96 and the path coefficient is positive, it can be concluded that green human
resource management has an effect on environmental commitment at the Pidie Regency Education and Culture
Office.
In line with research by Nurmadani & Waskito (2025) which shows that the pressure to meet these international
environmental standards has led to a change in individual behavior, where people are looking for eco-friendly
products and companies that prioritize sustainability. The method used in this study is quantitative research. The
population in this study consists of all employees working at the Solo Watershed Management Office. The
sampling technique used in this study is probability sampling. With the following results: 1) GHRM has a
positive and significant influence on employee performance. 2) Employee commitment does not have a
significant influence on employee performance. 3) Employees' pro-environmental behavior has a positive and
significant influence on employee performance.
The Influence of Green Intellectual Capital on the Environmental Performance of the Pidie Regency
Education and Culture Office
The third hypothesis shows that there is an influence of green intellectual capital on environmental performance
statistically, because the p value obtained is 0.000, the statistical t is 5.457. Because the p value is <0.05, the
statistical value is >1.96 and the path coefficient is positive, it can be concluded that green intellectual capital
has an effect on environmental performance at the Pidie Regency Education and Culture Office.
In line with the research of Asiaei et al. (2023) showed that based on a survey of 105 Iranian public companies,
the results show that the elements of green intellectual capital are not directly related to environmental
performance. Instead, these elements affect environmental performance only through ambidextrous green
innovations as a mediating variable. This is the first study to simultaneously embed resource orchestration theory
in the green and ambidextrous intellectual capital literature. The study's findings offer new insights into how
organizations derive maximum benefits from the orchestration of their various green assets and capabilities,
including green intellectual capital and ambidextrous green innovation.
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The Influence of Green Intellectual Capital on Environmental Commitment at the Education and Culture
Office of Pidie Regency
The fourth hypothesis shows that there is an influence of green intellectual capital on environmental commitment
statistically, because the p value obtained is 0.000, the statistical t is 6,257. Because the p value is <0.05, the
statistical value is >1.96 and the path coefficient is positive, it can be concluded that green intellectual capital
has an effect on environmental commitment at the Pidie Regency Education and Culture Office.
In line with the research of Wulandari et al. (2025) showed that green commitment has a positive but insignificant
effect on sustainability performance. Similarly, Green Intellectual Capital also has a positive but not significant
effect on sustainability performance.
Furthermore, the results of Zalfa & Novita's (2021) research found that Green Human Capital was found to have
a negative influence on Sustainable Performance, Green Structural Capital had no effect on Sustainable
Performance and Green Relational Capital was found to have a positive influence on Sustainable Performance.
The Effect of Environmental Commitment on the Environmental Performance of the Education and
Culture Office of Pidie Regency
The fifth hypothesis shows that there is an influence of environmental commitment on environmental
performance statistically, because the p value obtained is 0.000, the statistical t is 6.845. Because the p value is
<0.05, the statistical value is >1.96 and the path coefficient is positive, it can be concluded that environmental
commitment has a very significant effect on environmental performance at the Pidie Regency Education and
Culture Office.
In line with the results of the research, Pramudita & Gunawan (2023) provides insights and helps develop
knowledge about environmental sustainability at the managerial level that affects the impact of Green Human
Resource Management, Green Human Capital and Green Innovation on Environmental Performance Through
Green Human Capital and Green Innovation. The four variables were developed into 21 (twenty-one)
measurement indicators. There are 8 (eight) hypotheses that were tested to analyze Environmental Performance
in PT. A Brilliant Creative Partner. The research findings show that out of the development of 8 (eight)
hypotheses, there are 5 (five) hypotheses that are supported by significant and positive effects; and there are 3
(three) unsupported hypotheses. From the resulting model, it is proven that GHRM has an effect on
Environmental Performance mediated by Green Human Capital.
The Role of Environmental Commitment in Mediating the Influence of Green Human Resource
Management on Environmental Performance of the Education and Culture Office of Pidie Regency
The green human resource management variable has a significant influence on environmental performance and
in table 4.19 it can be seen that the influence of green human resource management variables on environmental
commitment and environmental performance variables is significant. This means that the environmental
commitment variable is able to partially mediate the relationship between green human resource management
and environmental performance.
In line with the findings of Sari (2024's research), it shows that the variables of Employerbranding and E-
Recruitment have no effect on Intention to apply, the variables of Company Reputation have a positive effect on
Intention to apply, and the variables of Employer Branding and E-Recruitment have a positive effect on
Company Reputation in this study. And the Company Reputation variable can mediate between the Employer
Branding variable to Intention to Apply and the Company Reputation variable cannot mediate the E-Recruitment
variable to Intention to Apply.Keywords: Employer branding, E-recruitment, Company reputation and Intention
to apply.
Then the results of Prabowo's research (2018) show that job redesign has a significant positive influence on job
satisfaction and employee performance, even job satisfaction itself can significantly increase the positive
influence of job redesign on employee performance. Meanwhile, the performance appraisal variable only has a
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significant positive effect on job satisfaction. Then the last is that job satisfaction itself also has a positive and
significant influence on employee performance variables.
The Role of Environmental Commitment in Mediating the Influence of Green Intellectual Capital on
Environmental Performance of the Pidie Regency Education and Culture Office
The green intellectual capital variable has a significant influence on environmental performance and in table
4.19 it can be seen that the influence of green intellectual capital variables on environmental commitment and
environmental performance variables is significant. This means that the environmental commitment variable is
able to partially mediate the relationship between green intellectual capital and environmental performance.
In line with the results of Safitri's research, Safitri & Emilisa (2024) showed the following findings: (1) green
innovation has a positive effect on environmental performance, (2) top management support management has a
positive effect on environmental performance, (3) green human resource management has a positive effect on
environmental performance, (4) green intellectual capital has a positive effect on environmental performance.
Furthermore, the results of the research by Bangun, Astuti & Satria (2024) show that green intellectual capital
has no influence on financial performance. Meanwhile, green accounting has a negative effect and firm size has
a positive influence on financial performance. GCG with a proxy of an independent board of commissioners is
able to moderate the relationship between green intellectual capital and firm size to financial performance, but
is unable to moderate green accounting to financial performance. With this research, it is hoped that companies
can apply the concepts of green intellectual capital and green accounting in order to provide a good view for
companies that can create success for the company so that it can improve financial performance in the long term.
CONCLUSION
Conclusion
Based on the results of the data analysis that has been carried out on all the data obtained, the following
conclusions can be drawn:
Green human resource management has a direct and significant effect on environmental performance at the Pidie
Regency Education and Culture Office.
Green human resource management has a direct and significant effect on environmental commitment at the Pidie
Regency Education and Culture Office.
Green intellectual capital has a direct and significant effect on environmental performance at the Pidie Regency
Education and Culture Office.
Green intellectual capital has a direct effect on the environmental commitment of the Pidie Regency Education
and Culture Office.
Environmental commitment has a direct and very significant effect on environmental performance at the Pidie
Regency Education and Culture Office.
Environmental commitment mediates partially (Partial Mediation) the influence of green human resource
management on environmental performance at the Education and Culture Office of Pidie Regency.
Environmental commitment mediates the influence of green intellectual capital on environmental performance
at the Pidie Regency Education and Culture Office.
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