Green Human Resources Management towards Job Pursuit Intention Generation Z

Sella Indria, Jesica Pradana Koesnadi, Christina Heti Tri Rahmawati () and Patrick Vivid Adinata
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Sella Indria: Universitas Sanata Dharma
Jesica Pradana Koesnadi: Universitas Sanata Dharma
Christina Heti Tri Rahmawati: Universitas Sanata Dharma
Patrick Vivid Adinata: Universitas Sanata Dharma

A chapter in Proceedings of the 3rd International Conference on Management and Business (ICOMB 2024), 2025, pp 164-172 from Springer

Abstract: Abstract Green Human Resources Management (GHRM) refers to using every employee’s potential to promote sustainable practices and increasing employee awareness and commitment to environmental issues in a sustainable manner. This is to the Triple Bottom Line (TBL) theory, where companies must pay attention to the 3Ps: profit, people, and the planet to maintain survival. In addition, this is also based on the theory of social identity, where potential applicants prefer companies that practice GHRM because they are involved in socially responsible activities. This study aims to determine (1) the direct effect of GHRM on job pursuit intention, (2) the direct effect of GHRM on organizational attractiveness, (3) the direct effect of organizational attractiveness on job pursuit intention, and (4) the effect of GHRM on job pursuit intention with the mediation of organizational attractiveness. The sample of this study was active students of the Management Study Program, Faculty of Economics, Sanata Dharma University Yogyakarta, class of 2020-2021, who were interested in finding work as Generation Z, totalling 80 students. The data collection technique used was an online questionnaire via Google Forms. The data analysis technique used is Partial Least Square with the SmartPLS version 4 application. The results of the study show that (1) GHRM directly influences job pursuit intention; (2) GHRM directly influences organizational attractiveness; (3) organizational attractiveness directly influences job pursuit intention; (4) GHRM influences job pursuit intention with organizational attractiveness mediation. The results of this study imply that the GHRM concept can be implemented in HRM management practices in companies so that greater efficiency, lower costs, and better employee involvement can be obtained, and employees can be retained.

Keywords: Green Human Resources Management; Job Pursuit Intention; Organizational Attractiveness; Generation Z (search for similar items in EconPapers)
Date: 2025
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DOI: 10.2991/978-94-6463-698-7_18

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