Green Human Resource Management dan Organizational Citizenship Behavior for Environment: Menelusuri Peran Ganda (Double-Edged) Work Stress

Silva Dorista; Roby  Sambung; Injilly  Karmetha; Rina  Aprilianti; Yeri  Santika

doi:10.57178/paradoks.v9i3.2468

Authors

Silva Dorista Fakultas Ekonomi dan Bisnis, Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Roby Sambung Fakultas Ekonomi dan Bisnis, Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Injilly Karmetha Fakultas Ekonomi dan Bisnis, Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Rina Aprilianti Fakultas Ekonomi dan Bisnis, Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Yeri Santika Fakultas Ekonomi dan Bisnis, Program Studi Manajemen, Universitas Palangka Raya, Indonesia

DOI:

https://doi.org/10.57178/paradoks.v9i3.2468

Keywords:

green human resource management, organizational citizenship behavior for environment, work stress, emotional exhaustion, green burnout, conservation of resources theory

Abstract

Green Human Resource Management (GHRM) telah berkembang menjadi paradigma strategis untuk mengintegrasikan keberlanjutan lingkungan ke dalam praktik manajemen sumber daya manusia. Meskipun GHRM secara konsisten dikaitkan dengan penguatan Organizational Citizenship Behavior for the Environment (OCBE), peran ambivalen work stress dalam relasi tersebut belum terpetakan secara memadai. Dengan menyintesis 78 artikel terindeks Scopus, Web of Science, dan Emerald Insight (2015-2024) menggunakan protokol PRISMA 2020, studi ini memadukan sintesis tematik dengan pemetaan sains bibliometrik. Bukti yang terkumpul menegaskan hubungan positif GHRM OCBE yang kuat melalui jalur motivasi intrinsik, identitas hijau, dan pertukaran sosial. Namun secara paralel, GHRM juga membangkitkan work stress yang benar-benar bermata dua: eustress hijau mengakselerasi perilaku ekologis sukarela, sedangkan distress kronis yang termanifestasi sebagai emotional exhaustion, eco-fatigue, dan green burnout melemahkan OCBE secara signifikan. Arah pengaruh tersebut bersifat kontingen pada kualitas kepemimpinan, iklim organisasi hijau, serta sumber daya psikologis karyawan. Secara teoretis, artikel ini mengembangkan kerangka integratif yang memadukan Conservation of Resources (COR) dan Social Exchange Theory (SET), sekaligus menyoroti keterbatasan metodologis yang persisten dominasi desain lintas-seksi, common method bias, serta minimnya bukti longitudinal dan eksperimental yang membingkai agenda riset ke depan.

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