Sustainable Human Resource Management and Sustainable Organizational Performance: The Mediating Role of Employee Green Behavior and the Moderating Effect of Digital Leadership.

Zaidan Nawawi; Dasmadi Dasmadi; Telly Pauline Ulviana  Siwi

doi:10.63922/ijebir.v5i04.5410

Zaidan Nawawi Sekolah Tinggi Ilmu Ekonomi APRIN, Palembang, Indonesia
Dasmadi Dasmadi Sekolah Tinggi Ilmu Ekonomi APRIN, Palembang, Indonesia
Telly Pauline Ulviana Siwi Sekolah Tinggi Ilmu Ekonomi APRIN, Palembang, Indonesia

DOI: https://doi.org/10.63922/ijebir.v5i04.5410

Keywords: Sustainable Human Resource Management, Employee Green Behavior, Digital Leadership, Sustainable Organizational Performance, Organizational Sustainability.

Abstract

Organizations are increasingly required to achieve sustainable organizational performance while adapting to environmental challenges and rapid digital transformation. Sustainable Human Resource Management (S-HRM) has become a strategic approach that integrates sustainability principles into human resource practices, including recruitment, training, performance evaluation, compensation, and employee well-being. These practices encourage environmental responsibility among employees and support long-term organizational sustainability. This study investigates the influence of Sustainable Human Resource Management on Sustainable Organizational Performance by examining the mediating role of Employee Green Behavior and the moderating role of Digital Leadership. Employee Green Behavior represents environmentally responsible actions that contribute to organizational sustainability, whereas Digital Leadership enhances the implementation of Sustainable HRM by promoting innovation, digital collaboration, and employee engagement. A quantitative approach was adopted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4 to evaluate the proposed research model. The model assesses the direct relationship between Sustainable HRM and Sustainable Organizational Performance, the indirect relationship through Employee Green Behavior, and the moderating effect of Digital Leadership. The results demonstrate that Sustainable Human Resource Management positively affects both Employee Green Behavior and Sustainable Organizational Performance. Employee Green Behavior partially mediates the relationship between Sustainable HRM and Sustainable Organizational Performance, while Digital Leadership strengthens the positive effect of Sustainable HRM on Employee Green Behavior. The study expands the understanding of Sustainable HRM by integrating digital leadership and employee green behavior into a unified framework, offering practical insights for organizations seeking to improve long-term sustainability and organizational performance in the digital era.

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