Green Human Resources Management towards Job Pursuit Intention Generation Z

The Mediating Role of Organizational Attractiveness

DOI

10.2991/978-94-6463-698-7_18How to use a DOI?

Keywords

Green Human Resources Management; Job Pursuit Intention; Organizational Attractiveness; Generation Z

Abstract

Green Human Resources Management (GHRM) refers to using every employee’s potential to promote sustainable practices and increasing employee awareness and commitment to environmental issues in a sustainable manner. This is to the Triple Bottom Line (TBL) theory, where companies must pay attention to the 3Ps: profit, people, and the planet to maintain survival. In addition, this is also based on the theory of social identity, where potential applicants prefer companies that practice GHRM because they are involved in socially responsible activities. This study aims to determine (1) the direct effect of GHRM on job pursuit intention, (2) the direct effect of GHRM on organizational attractiveness, (3) the direct effect of organizational attractiveness on job pursuit intention, and (4) the effect of GHRM on job pursuit intention with the mediation of organizational attractiveness. The sample of this study was active students of the Management Study Program, Faculty of Economics, Sanata Dharma University Yogyakarta, class of 2020-2021, who were interested in finding work as Generation Z, totalling 80 students. The data collection technique used was an online questionnaire via Google Forms. The data analysis technique used is Partial Least Square with the SmartPLS version 4 application. The results of the study show that (1) GHRM directly influences job pursuit intention; (2) GHRM directly influences organizational attractiveness; (3) organizational attractiveness directly influences job pursuit intention; (4) GHRM influences job pursuit intention with organizational attractiveness mediation. The results of this study imply that the GHRM concept can be implemented in HRM management practices in companies so that greater efficiency, lower costs, and better employee involvement can be obtained, and employees can be retained.

Copyright

© 2025 The Author(s)

Open Access

Open Access This chapter is licensed under the terms of the Creative Commons Attribution-NonCommercial 4.0 International License (http://creativecommons.org/licenses/by-nc/4.0/), which permits any noncommercial use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons license and indicate if changes were made.

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TY  - CONF
AU  - Sella Indria
AU  - Jesica Pradana Koesnadi
AU  - Christina Heti Tri Rahmawati
AU  - Patrick Vivid Adinata
PY  - 2025
DA  - 2025/04/30
TI  - Green Human Resources Management towards Job Pursuit Intention Generation Z
BT  - Proceedings of the 3rd International Conference on Management and Business (ICOMB 2024)
PB  - Atlantis Press
SP  - 164
EP  - 172
SN  - 2352-5428
UR  - https://doi.org/10.2991/978-94-6463-698-7_18
DO  - 10.2991/978-94-6463-698-7_18
ID  - Indria2025
ER  -