Green Recruitment, Employee Empowerment, and Job Satisfaction in Sustainable Employee Performance: Examining the Role of Perceived Corporate Social Responsibility

Amran Wahyudiah; Misna Ariani; Nurlia Nurlia; Rayya Amara Henna

doi:10.61255/jeemba.v4i6.2096

Authors

Amran Wahyudiah Universitas Balikpapan, Indonesia
Misna Ariani Universitas Balikpapan, Indonesia
Nurlia Universitas Balikpapan, Indonesia
Rayya Amara Henna Universitas Airlangga, Indonesia

DOI:

https://doi.org/10.61255/jeemba.v4i6.2096

Keywords:

Green Recruitment, Employee Empowerment, Job Satisfaction, Corporate Social Responsibility, Sustainable Employee Performance

Abstract

Purpose – This study examines the relationships between Green Recruitment, Employee Empowerment, Job Satisfaction, and Sustainable Employee Performance (SEP), including the direct and moderating roles of Corporate Social Responsibility (CSR) in culinary SMEs.

Design/methodology/approach – A quantitative survey involved 168 employees from 168 culinary SMEs in Balikpapan, Indonesia, selected through purposive sampling. Data collected between January and March 2026 were analysed using PLS-SEM.

Findings/Results – Green Recruitment (β = 0.259, p = 0.001) and Job Satisfaction (β = 0.448, p < 0.001) showed significant positive associations with SEP, with Job Satisfaction demonstrating the strongest relationship. Employee Empowerment (β = 0.066, p = 0.454) and CSR (β = 0.073, p = 0.331) were not significant. None of the proposed CSR moderating effects was statistically supported.

Originality/Value – This study challenges the assumption that perceived CSR necessarily strengthens employee performance relationships in SMEs. Supplementary findings suggest potential sensitivity to SEP measurement, although limited discriminant validity warrants caution. The findings highlight the importance of distinguishing CSR dimensions and improving performance measurement.

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