Abstract:

The urgency of sustainable business practices encourages companies to adopt Green Human Resource Management (GHRM) and Green Knowledge Management (GKM) as important Corporate Sustainability (CS) strategies. This research investigates the impact of GHRM and GKM on CS, with Employee Green Behavior (EGB) as an intervening variable. The research was conducted on a population of 130 permanent employees. The results showed that GKM and EGB had a significant influence on CS but GHRM had no influence on CS. Apart from that, GHRM and GKM have a positive effect on EGB. Specifically, EGB mediated the relationship between GHRM and CS but did not mediate the relationship between GKM and CS. The novelty of this research is that it examines the combined impact of GHRM and GKM in encouraging desire, and explores EGB as a mediating variable. This study provides valuable insights for organizations looking to improve online training and development programs, emphasizing the importance of knowledge and reducing negative impacts on the environment. By addressing the research gap in understanding the integration of GHRM and GKM, and highlighting the behavioral dimensions of corporate desirability, this research contributes to the growing body of literature on sustainable business practices, offering practical applications for achieving optimal corporate cessation through employee and environmental engagement. attempts at friendly behavior.

Keywords:

Green Human Resource Management, Green Knowledge Management, Employee Green Behavior, Corporate Sustainability.

JEL Classification:

J5, L2, Q5.

How to Cite:

Winda Eka Saputri and Lenny Christina Nawangsari. Integrating Green HRM and Green Knowledge Management to Foster Employee Green Behavior and Corporate Sustainability. [ref]: vol.22.2024. available at: https://refpress.org/ref-vol22-a30/