Green human resource management to employee green behavior: The mediating roles of green orchestration innovation and green technology adoption in Indonesian banking institutions

Abstract

This research examined how businesses can encourage employees to adopt environmentally friendly behaviors and evaluated how Green HRM (GHRM) can influence workers' ecological behavior in the Indonesian banking industry. The research model used for the analysis is the Ability-Motivation-Opportunity (AMO) model. The study focused on the direct impact of GHRM on employees' ecological behavior, as well as its indirect effects through the adoption of green technologies and the coordination of green innovation. To investigate the suggested links, data were collected from 411 banking industry workers and analyzed using partial least squares structural equation modeling. The findings demonstrated that employee ecological behavior was not directly impacted by GHRM. On the other hand, it had a good impact on the adoption of green technologies and the coordination of green innovation, both of which directly improved the ecological behavior of employees. These results indicate that organizational environmental practices primarily shape employee pro-environmental behavior indirectly by strengthening innovation capabilities and facilitating technology-driven sustainability initiatives. The study provides practical insights for managers in designing more effective GHRM strategies by emphasizing innovation and technology adoption as key organizational mechanisms to foster sustainable employee behavior and support long-term environmental performance in the banking sector.