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Open AccessJournal ArticleDOI

Employee Performance Measurement Development Based on Green HRM Indicators

N Ariani Wulansari, +2 more
- 22 Oct 2018 - 
- Vol. 3, Iss: 10, pp 1179-1194
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TLDR
In this article, the authors developed employee performance indicators based on Green HRM, quantitatively test the influence of green HRM implementation on employee performance and answer black box that explain how the implementation of Green HRMs can improve employee performance through the effect of mediation role (Organizational Identification) and moderation (Perceived Organizational Support).
Abstract
The purpose of this study is to develop employee performance indicators based on Green HRM, quantitatively test the influence of Green HRM implementation on employee performance and answer black box that explain how the implementation of Green HRM can improve employee performance through the effect of mediation role (Organizational Identification) and moderation (Perceived Organizational Support). The sample of this research is 90 respondents from six state universities in Central Java Province with simple random sampling technique. Implementation of Green HRM is not only needed in the business world only, but also in education that has committed to implement environmental management system in its business process. The result of this study indicates that employee performance indicators based on Green HRM are formed from policies that support green behavior and green health in the office and also waste management policies. This research also supports the result that the implementation of Green HRM can increase the sense of ownership of employees in the organization that ultimately can improve its performance. However, the role of moderation was not significantly supported. This means that organizational support for successful implementation of Green HRM is not very necessary as long as employees understand the organization’s identity well. Suggestions for this study are, although the organizational support is not proven to moderate the successful implementation of Green HRM on the high organizational identification perceived by employees, but organizational support is still needed to support employee performance.     Keywords: Green HRM, Organizational Identification, Job Performance, Perceived Organizational Support

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The Influence of Green Performance Appraisal and Green Compensation to Improve Employee Performance through OCBE

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References
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Journal ArticleDOI

Social Identity Theory and the Organization

TL;DR: This article argued that social identification is a perception of oneness with a group of persons, and social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation.
Journal ArticleDOI

Perceived organizational support: A review of the literature.

TL;DR: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS) and indicated that 3 major categories of beneficial treatment received by employees were associated with POS.
Journal ArticleDOI

Organizational images and member identification.

TL;DR: In this paper, Bergami et al. developed a model to explain how images of one's work organization shape the strength of his or her identification with the organization and how members assess the attractiveness of these images by how well the image preserves the continuity of their self-concept, provides distinctiveness, and enhances self-esteem.
Journal ArticleDOI

Identification in Organizations: An Examination of Four Fundamental Questions

TL;DR: A review of the literature on identification in organizations can be found in this article, where the authors outline a continuum from narrow to broad formulations and differentiates situated identification from deep identification and organizational identification from organizational commitment.
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