Mitigating Workplace Climate Stress: The Influence of Green Human Resource Management on Employee Well-Being, Moderated by Flexible Work Arrangement Post-Pandemic
DOI:
https://doi.org/10.32493/jiim.v3i2.54461Keywords:
AMO Theory, Employee Well-being (EWB, Environmental, Social, Governance (ESG), Flexible Work Arrangement (FWA)Abstract
Tuntutan global terhadap keberlanjutan dan komitmen Indonesia mencapai Net Zero Emission (NZE) tahun 2060 menimbulkan Workplace Climate Stress (Eco-Anxiety) yang memengaruhi Employee Well-being (EWB). Penelitian ini bertujuan menguji peran Green Human Resource Management (GHRM) sebagai strategi mitigasi risiko ganda pada pilar E dan S (Environmental, Social, and Governance atau ESG), serta peran moderasi Flexible Work Arrangement (FWA) dalam hubungan GHRM–EWB pada konteks kerja hibrida pascapandemi. Berlandaskan Ability-Motivation-Opportunity (AMO) Theory, penelitian kuantitatif eksplanatori ini menggunakan Structural Equation Model (SEM) berbasis PLS-SEM. Data diperoleh dari knowledge workers yang menerapkan GHRM dan sistem kerja hibrida di Indonesia. Hasil analisis menunjukkan GHRM berpengaruh positif signifikan terhadap EWB (β=0,457; t=6,213), sedangkan FWA memoderasi hubungan tersebut secara positif signifikan (β=0,185; t=2,589). Model menjelaskan 43,2% variasi EWB. Temuan menegaskan GHRM sebagai mekanisme pemberi makna untuk mengurangi Eco- Anxiety, dan FWA sebagai katalis sinergis optimal (elemen Opportunity) bila terintegrasi dalam kerangka GHRM. Implikasi manajerial menekankan integrasi dukungan FWA dalam Green Performance Management guna menarik talenta hijau dan memastikan akuntabilitas kesejahteraan karyawan dalam pencapaian tujuan Green Production and Operations Management (POM)
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