The Moderating Role of Meaning of Work in The Relationship Between GHRM and Organizational Commitment
DOI:
https://doi.org/10.37301/jmubh.v21i2.29375Keywords:
green human resources management, organisational commitment, meaning of workAbstract
This study aims to examine the influence of Green Human Resources Management (GHRM) and Meaning of Work (MoW) on Organisational Commitment (OC), while also testing the moderating role of MoW in the relationship between GHRM and OC. The research was conducted on employees from various organizational sectors in Semarang, Indonesia, involving 111 respondents selected through purposive sampling. Data were collected via an online questionnaire and analyzed using multiple regression and moderation analysis techniques. The findings reveal that GHRM does not have a direct significant effect on organisational commitment. In contrast, MoW has a significant positive effect on OC and serves as a moderator that strengthens the relationship between GHRM and OC. This indicates that the effectiveness of green HR practices in enhancing employee commitment largely depends on the employees’ perception of meaningful work. The study provides practical insights for HR practitioners to align environmental strategies with employees’ personal values and sense of purpose. By doing so, organizations can build stronger affective commitment among employees, especially in urban-industrial contexts like Semarang. The study contributes to the development of sustainable HR strategies by emphasizing the psychological factors that influence employees' responses to environmental policies.
References
Aktar, A., & Islam, M. A. (2016). Green HRM practices and organizational culture: Evidence from the banking sector of Bangladesh. International Review of Management and Marketing, 6(1), 15–23.
Allan, B. A., Duffy, R. D., Autin, K. L., & Douglass, R. P. (2016). Living a calling and work well-being: A longitudinal study. Journal of Counseling Psychology, 63(5), 627–634. https://doi.org/10.1037/cou0000151
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120.
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Lawrence Erlbaum Associates.
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–672.
Jabbour, C. J. C., & de Sousa Jabbour, A. B. L. (2016). Green human resource management and green supply chain management: Linking two emerging agendas. Journal of Cleaner Production, 112, 1824–1833. https://doi.org/10.1016/j.jclepro.2015.01.052
Kim, A., Kim, Y., Han, K., Jackson, S. E., & Ployhart, R. E. (2019). Multilevel influences on voluntary workplace green behavior: Individual differences, leader behavior, and coworker advocacy. Journal of Management, 45(4), 1303–1335.
Lysova, E. I., Allan, B. A., Dik, B. J., Duffy, R. D., & Steger, M. F. (2019). Fostering meaningful work in organizations: A multi-level review and integration. Journal of Vocational Behavior, 110, 374–389. https://doi.org/10.1016/j.jvb.2018.07.004
Mehta, S., Saxena, T., & Purohit, H. (2021). The impact of green HRM on job satisfaction and organizational commitment: Evidence from India. International Journal of Environment, Workplace and Employment, 9(2), 143–160.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20–52.
Pham, N. T., Tučková, Z., & Jabbour, C. J. C. (2020). Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? Tourism Management, 72, 386–399. https://doi.org/10.1016/j.tourman.2018.12.008
Ren, S., Tang, G., & Jackson, S. E. (2020). Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 37(3), 665–703. https://doi.org/10.1007/s10490-018-9638-6
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1–14.
Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91–127. https://doi.org/10.1016/j.riob.2010.09.001
Saks, A. M. (2022). A review of job search research: The role of the person–environment fit and meaning of work. Journal of Vocational Behavior, 134, 103688. https://doi.org/10.1016/j.jvb.2021.103688
Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322–337. https://doi.org/10.1177/1069072711436160
Yong, J. Y., & Mohd-Yusoff, Y. (2016). Green human resource management: A review of literature. International Journal of Business and Management, 11(3), 94–104.
Yong, J. Y., Yusliza, M. Y., Ramayah, T., & Jabbour, C. J. C. (2020). The role of green HRM in balancing work and family for sustainable performance. Journal of Cleaner Production, 247, 119636. https://doi.org/10.1016/j.jclepro.2019.119636
Zaid, A. A., Jaaron, A. A. M., & Bon, A. T. (2020). The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study. Journal of Cleaner Production, 258, 120968. https://doi.org/10.1016/j.jclepro.2020.120968
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Ika Wahyu Kurniawati, Dorojatun Prihandono
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with Jurnal Manajemen Universitas Bung Hatta agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in Jurnal Manajemen Universitas Bung Hatta.
- The author holds the copyright of the submitted and published articles, with the understanding that articles are disseminated under the Creative Commons Attribution-ShareAlike 4.0 International License..
- The editor team is entitled to do the editing in accordance with the guidelines for writing or template in the Jurnal Manajemen Universitas Bung Hatta.
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
