MEKANISME PENGARUH GREEN HUMAN RESOURCE MANAGEMENT TERHADAP KINERJA KEBERLANJUTAN ORGANISASI: SYSTEMATIC LITERATURE REVIEW TENTANG PERILAKU HIJAU KARYAWAN DAN INOVASI HIJAU
Keywords:
Green Human Resource Management, perilaku hijau karyawan, inovasi hijauAbstract
Green Human Resource Management (GHRM) berkembang sebagai pendekatan strategis yang
mengintegrasikan tujuan lingkungan ke dalam sistem pengelolaan sumber daya manusia. Meskipun
berbagai penelitian melaporkan hubungan positif antara GHRM dan kinerja lingkungan, mekanisme
yang menjelaskan bagaimana praktik tersebut diterjemahkan menjadi kinerja keberlanjutan
organisasi masih tersebar dalam literatur. Penelitian ini bertujuan mensintesis hubungan GHRM
dengan kinerja keberlanjutan melalui dua mekanisme utama, yaitu perilaku hijau karyawan dan
inovasi hijau. Kajian menggunakan systematic literature review berpedoman pada prinsip PRISMA
2020. Penelusuran terstruktur dilakukan terhadap publikasi periode 2013–2025 menggunakan
kombinasi kata kunci green human resource management, employee green behavior, green
innovation, environmental performance, dan sustainability performance. Setelah penyaringan
berdasarkan relevansi konseptual, keterjelasan metode, dan keterkaitan variabel, 30 artikel inti
digunakan sebagai korpus sintesis. Hasil kajian menunjukkan bahwa green recruitment, green
training, green performance management, green rewards, dan green employee involvement
membangun kemampuan, motivasi, serta kesempatan karyawan untuk bertindak ramah lingkungan.
Pada tingkat individu, proses tersebut meningkatkan perilaku hijau dalam peran maupun perilaku
sukarela. Pada tingkat organisasi, kompetensi dan partisipasi hijau mendukung pengembangan
inovasi produk, proses, dan manajerial yang lebih efisien. Sintesis menghasilkan model dua jalur:
GHRM memengaruhi kinerja keberlanjutan melalui employee green behavior dan green innovation,
dengan budaya hijau, kepemimpinan hijau, serta dukungan organisasi sebagai kondisi penguat.
Kajian ini memperjelas bahwa keberadaan kebijakan GHRM belum memadai tanpa internalisasi
perilaku dan kapasitas inovasi
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