Creating A Green Organizational Culture : A Blend Of Green Human Resource Management And Green Innovation Practices In The Fertilizer Industry.

Abstract

This study investigates the influence of Green Human Resource Management (GHRM) and Green Innovation (GI) on the development of Green Organizational Culture (GOC) at PT Pupuk Iskandar Muda, Lhokseumawe. A quantitative approach was employed using multiple linear regression analysis, with data collected from 90 respondents determined through the Slovin formula. The results demonstrate that GHRM exerts a significant positive effect on GOC (t = 7.634; p = 0.000; B = 0.826), while GI also shows a significant contribution (t = 3.984; p = 0.000; B = 0.480). When tested simultaneously, the two variables explain 75.8% of the variance in GOC (adjusted R² = 0.758), indicating that both factors play a substantial role in shaping a sustainable organizational culture. The novelty of this research lies in its focus on the fertilizer industry in a developing country, which remains underexplored. Theoretically, the study expands the application of AMO Theory and the Resource-Based View (RBV) to sustainability research. Practically, it offers guidance for managers to integrate HR and innovation strategies in building sustainable organizations. Limitations include reliance on self-reported data and focus on a single company. Future studies should consider leadership, environmental awareness, and regulatory factors.

Keywords: Green human resource management; green innovation; green organizational culture