Peran csr memediasi pengaruh green human resources management terhadap employee green behavior, dan pengaruh relational psychological contract terhadap employee green behavior di Hotel Shaktiâ€
P enelitian ini bertujuan untuk menganalisis peran CSR memediasi pengaruh GreenHuman Resources Management terhadap Employee Green Behavior, dan pengaruhRelational Psychological Contract terhadap Employee Green Behavior. Datadihimpun dengan menyebarkan kuesioner yang diisi oleh karyawan Hotel Shakti.Metode pengumpulan sampel menggunakan purposive sampling sebanyak 132sampel. Uji hipotesis menggunakan Structural Equation Modeling (SEM)menggunakan SPSS versi 25 dan AMOS versi 24. Hasil penelitian menunjukkanbahwa CSR dan Relational Psychological Contract memiliki pengaruh positifterhadap Employee Green Behavior, dan Green Human Resources Managementberpengaruh terhadap Employee Green Behavior, sedangkan Green HumanResources Management tidak berpengaruh terhadap Employee Green Behaviorsehingga Corporate Social Responsibility (CSR) tidak dapat menjadi mediator antaraGreen Human Resources Management terhadap Employee Green Behavior yang mana hasil tersebut berbeda dari penelitian sebelumnya. Implikasi bagi manajerSDM untuk meningkatkan Employee Green Behavior yaitu dengan meningkatkanCSR dan Relational Psychological Contract dengan membentuk komunikasi yangbaik dan membentuk suasana kekeluargaan dalam perusahaan.
T his study aims to analyze the role of CSR in mediating the effect of Green Human Resources Management on Employee Green Behavior, and the effect of RelationalPsychological Contract on Employee Green Behavior. Data was collected bydistributing questionnaires filled out by Hotel Shakti employees. The samplecollection method used purposive sampling as many as 132 samples. Hypothesistesting using Structural Equation Modeling (SEM) using SPSS version 25 and AMOSversion 24. The results show that CSR and Relational Psychological Contract have apositive influence on Employee Green Behavior, and Green Human ResourcesManagement has an effect on Employee Green Behavior, while Green HumanResources Management has no effect on Employee Green Behavior so thatCorporate Social Responsibility (CSR) cannot be a mediator between Green HumanResources Management and Employee Green Behavior, which results are differentfrom previous research. The implication for HR managers to improve EmployeeGreen Behavior is to increase CSR and the Relational Psychological Contract byestablishing good communication and establishing a family atmosphere within thecompany.