Core or periphery? Sustainability signals and Green HRM at UPR

Florensius Yantriantho; Meitiana Meitiana; Rinto Alexandro; Ronni Haga; Sunaryo Neneng

doi:10.61255/jeemba.v4i5.1976

Authors

Florensius Yantriantho Universitas Palangka Raya, Indonesia
Meitiana Universitas Palangka Raya, Indonesia
Rinto Alexandro Universitas Palangka Raya, Indonesia
Ronni Haga Universitas Palangka Raya, Indonesia
Sunaryo Neneng Universitas Palangka Raya, Indonesia

DOI:

https://doi.org/10.61255/jeemba.v4i5.1976

Keywords:

Digital Sustainability Signals, Employee Green Behaviour, Green Human Resource Management, Green Psychological Climate, HRM System Strength

Abstract

Purpose – Universities may display strong sustainability identities without embedding environmental priorities in their employment systems. This study examines whether Universitas Palangka Raya’s (UPR) public sustainability signals are reflected in employee-perceived Green HRM system strength, green psychological climate, and organisational citizenship behaviour for the environment (OCBE).

Design/methodology/approach – A sequential single-case design combined a structured audit of 29 official documents from 11 UPR units with a cross-sectional employee survey (n = 250). The survey model was estimated using PLS-SEM, representing system strength through distinctiveness, consistency, and consensus, green psychological climate as mediator, and OCBE through eco-civic engagement, eco-helping, and eco-initiatives.

Finding/Results – The audit identified strong environmental knowledge, infrastructure, and stakeholder engagement but weak public codification of recruitment, appraisal, and reward practices. System strength was positively associated with green psychological climate (β = 0.556, p < .001) and OCBE (β = 0.220, p < .001), while green psychological climate was positively associated with OCBE (β = 0.439, p < .001). The indirect effect was significant (β = 0.244, p < .001), indicating complementary partial mediation.

Originality/Value – The study connects institution-level digital evidence with employee-level process perceptions in a single higher-education case. UPR can strengthen its system by formalising green competencies, development, role-relevant performance criteria, recognition, and transparent communication.

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