The effect of green recruitment and selection, and green training on employee commitment: The moderating role of green innovation culture

The primary focus of this study is to examine how green recruitment and selection, as well as green training, influence employee commitment to the company. Furthermore, this study also examines the role of innovation culture in strengthening the relationship between GHRM and employee commitment. This study aims to investigate the effect of Green Human Resource Management (GHRM) practices on employee commitment, with innovation culture as a moderating variable. This study attempts to fill the theoretical and empirical gaps regarding the implementation of GHRM, innovation capabilities, innovation culture, and employee commitment. The method used in this study was a quantitative approach with an explanatory research design, and data were collected through questionnaires distributed to 250 respondents from PTPN IV employees in the North Sumatra region. To analyze the data, the Partial Least Squares Structural Equation Modeling (PLS-SEM) method was used. The results of the study indicate that green recruitment and selection, as well as green training, have a significant positive influence on employee commitment. A culture of innovation was shown to strengthen the influence of green training on employee commitment but did not show a significant moderating effect on the relationship between green recruitment and selection and employee commitment. The implications of these findings provide important insights for companies to integrate GHRM practices and a culture of innovation to enhance employee commitment in supporting the company's sustainability goals. This research has contributed to the human resource management and sustainability literature by investigating the interactions between GHRM practices and factors that moderate or amplify their impact. Key Words:Green recruitment and selection; green training; innovation culture; employee commitment