When Digital Transformation Helps and Hurts: The Role Of Green HRM and Employee Green Behavior In Building Sustainable Workplaces
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Abstract
Research Aims: This study aims to examine the integration of GHRM and digital transformation (DT) in shaping a sustainable workplace in Indonesia. Specifically, it investigates the effects of GHRM on employee green behavior (EGB), the role of EGB in fostering workplace sustainability (SW), and the direct and moderating effects of digital transformation within these relationships.
Design/methodology/approach: A quantitative explanatory design was employed using survey data collected from 500 employees across Indonesian companies that have implemented GHRM and digital technologies. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to test direct and moderating effects among the constructs.
Research Findings: Results indicate that GHRM significantly enhances employee green behavior, which positively influences workplace sustainability. Digital transformation shows a direct positive impact on sustainability; however, its moderating effect on the relationship between EGB and workplace sustainability is negative. This suggests that while digitalization improves efficiency and innovation, excessive reliance on technology may weaken the positive role of individual green behavior.
Theoretical Contribution/Originality: This study contributes to the literature by bridging two domains often studied separately GHRM and DT within the framework of the Triple Bottom Line (Planet, People, Profit). It highlights the paradoxical role of digitalization, demonstrating its enabling yet potentially diminishing effect on the EGB sustainability link, offering new theoretical insights and practical implications for sustainable HRM strategies in developing countries.
Keywords: GHRM, Employee Green Behavior, Digital Transformation, Sustainable Workplace, Triple Bottom Line
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