Green Human Resource Management dan Green Engagement Climate untuk Meningkatkan Green Innovative Work Behavior Karyawan Sarung Tenun ATBM UD AL-ARIF di Gresik. (Green Human Resource Management and Green Engagement Climate to Improve Green Innovative Work Behavior of Employees of ATBM UD AL-ARIF Weaving Sacks in Gresik).

Haidar, Mohammad Ali (2024) Green Human Resource Management dan Green Engagement Climate untuk Meningkatkan Green Innovative Work Behavior Karyawan Sarung Tenun ATBM UD AL-ARIF di Gresik. (Green Human Resource Management and Green Engagement Climate to Improve Green Innovative Work Behavior of Employees of ATBM UD AL-ARIF Weaving Sacks in Gresik). Undergraduate thesis, Universitas 17 Agustus 1945 Surabaya.

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Abstract

This research aims to identify the influence of Green Human Resource Management and Green Engagement Climate to improve Green Innovative Work Behavior at UD. Al-Arif in Gresik. The number of samples involved in this research was 87 employees, using the saturated sample method. Data analysis was carried out using simple linear regression analysis techniques. The research results show that the two variables, namely Green Human Resource Management and Green Engagement Climate, have a positive influence on Green Innovative Work Behavior. This research uses social exchange theory. This theory is used to understand the dynamics of social interactions between individuals. Through a rational choice approach, this research investigates how individuals actively consider the ratio of exchanges, benefits, and costs in managing their relationships. The results of the validity and reliability tests on the Green Human Resource Management, Green Innovative Work Behavior and Green Engagement Climate variables resulted in all variables in this study being declared valid because the calculated r value was greater than the r table and reliable because the Cronbach's Alpha value was greater than theory. The results of simple linear regression analysis show that Green Human Resource Management Influences Green Engagement Climate, Green Human Resource Management Influences Green Innovative Work Behavior, and Green Engagement Climate Influences Green Innovative Work Behavior. Meanwhile, the results of the Green Human Resource Management and Green Engagement Climate sobel test have a direct influence on Green Innovative Work Behavior. From Sobel's calculations, he got a Z value of 5.616, it can be concluded that the relationship is significant and can mediate (Partial Mediation). Based on the results of the t test of the Green Human Resource Management variable on the Green Innovative Work Behavior variable, it was obtained that the t count was 4,538 which was greater than the t table of 1,663 with a significant value of 0.000 < 0.05, so from this test it could be interpreted as having a positive and significant influence, in the t test the Green Human variable Resource Management for the Green Engagement Climate variable obtained a t count of 5.085 which is greater than the t table of 1.663 with a significant value of 0.000 < 0.05, which means it has a positive and significant influence, and for the t test for the Green Engagement Climate variable on the Green Innovative Work Behavior variable, a t count of 5.755 was obtained. which is greater than the t table of 1.663 with a significant value of 0.000<0.05, which means it has a positive and significant influence. It is hoped that this research can become a reference and support for future researchers, and it is hoped that future researchers can add other variables to improve green innovative work behavior.

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