Green Human Resource Management dan Green Innovative Work Behavior: A Systematic Literature Review di Sektor Jasa

Nadia Sintya Bella; Roby Sambung; Nike Ardilla; Mesi Wulandari; Nilam Sari; I Wayan Desta

doi:10.57178/paradoks.v9i3.2473

Authors

Nadia Sintya Bella Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Roby Sambung Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Nike Ardilla Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Mesi Wulandari Program Studi Manajemen, Universitas Palangka Raya, Indonesia
Nilam Sari Program Studi Manajemen, Universitas Palangka Raya, Indonesia
I Wayan Desta Program Studi Manajemen, Universitas Palangka Raya, Indonesia

DOI:

https://doi.org/10.57178/paradoks.v9i3.2473

Keywords:

Green Human Resource Management, Green Innovative Work Behavior, Sektor Jasa, Systematic Literature Review, Keberlanjutan Organisasi, Perilaku Hijau Karyawan, AMO Theory

Abstract

Meningkatnya tekanan global terhadap keberlanjutan lingkungan mendorong organisasi untuk mengintegrasikan praktik manajemen sumber daya manusia yang ramah lingkungan atau Green Human Resource Management (GHRM). Meskipun penelitian mengenai GHRM berkembang pesat sejak tahun 2008, kajian yang secara khusus membahas dampaknya terhadap Green Innovative Work Behavior (GIWB) karyawan di sektor jasa masih relatif terbatas. Oleh karena itu, penelitian ini bertujuan untuk mensintesis dan menganalisis literatur terkini mengenai hubungan antara GHRM dan GIWB di sektor jasa, mengidentifikasi gap penelitian, serta menyusun agenda riset di masa mendatang. Penelitian menggunakan metode Systematic Literature Review (SLR) dengan protokol PRISMA melalui penelusuran artikel pada database Scopus, Web of Science, dan Google Scholar dalam rentang tahun 2019–2026. Artikel-artikel yang memenuhi kriteria penelitian kemudian dianalisis untuk mengidentifikasi temuan, kecenderungan, serta kesenjangan penelitian yang masih memerlukan kajian lebih lanjut. Hasil kajian menunjukkan bahwa GHRM secara konsisten memberikan pengaruh positif terhadap GIWB karyawan, dengan AMO Theory (Ability-Motivation-Opportunity) dan Social Exchange Theory sebagai landasan teoritis yang paling dominan digunakan. Selain itu, ditemukan gap penelitian yang masih besar pada konteks sektor jasa di negara berkembang, khususnya Indonesia dan Asia Tenggara, serta terbatasnya penelitian yang menggunakan pendekatan longitudinal dan multi-level. Secara teoritis, penelitian ini berkontribusi melalui pengembangan kerangka integratif hubungan GHRM dan GIWB di sektor jasa, sedangkan secara praktis memberikan panduan bagi praktisi manajemen sumber daya manusia dalam merancang dan mengimplementasikan strategi GHRM yang efektif untuk mendukung keberlanjutan organisasi.

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