KnE Social Sciences

Published date: Sep 16 2025

Journal Title: KnE Social Sciences

Issue title: The Mercu Buana Ecobiz Energy International Conference: Sustainability and ESG Reporting in the Energy Sector

Pages: 187 - 202

DOI: 10.18502/kss.v10i21.19704

Tine Yuliantinitine.yuliantini@mercubuana.ac.idUniversitas Mercu Buana, Jakarta

Yoga Ibadurohman MunironUniversitas Mercu Buana, Jakarta

This study examines the effects of green human resource management (Green HRM) practices and work environment on employee turnover, with job satisfaction serving as a mediating variable. Green HRM aligns human resource practices with environmental sustainability goals, incorporating elements such as green recruitment, environmental training, and eco-focused performance appraisals. The work environment, which includes both physical and psychological factors, is also analyzed for its influence on employee turnover. Employing a quantitative approach, data were collected via surveys from 63 employees at companies adopting Green HRM policies. structural equation modeling (SEM) was used to assess the relationships among the variables. The findings indicate that Green HRM significantly reduces turnover intention, while the work environment also has a notable negative impact on turnover intention. Additionally, Green HRM positively affects job satisfaction, which in turn positively influences turnover intention. Job satisfaction is found to mediate the relationship between Green HRM and the work environment concerning turnover intention at company. These results suggest that organizations should prioritize both environmental sustainability initiatives and the development of a supportive work environment to enhance employee satisfaction and retention. Future research could further explore the interplay of other organizational factors in promoting employee loyalty.

Keywords: Green HRM, work environment, job satisfaction, employee turnover, sustainability

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