SAIFUDIN, ASEP (2021) MODEL GREEN HUMAN RESOURCES MANAGEMENT DALAM MENINGKATKAN SERVICE QUALITY DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOUR DAN ORGANIZATIONAL COMMITMENT SEBAGAI MEDIASI (Di Rumah Sakit Bumn). S3 thesis, Universitas Mercu Buana Jakarta.
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Abstract
Hospitals currently require environmentally friendly human resource management that not only develops resources and focuses solely on company profits but also provides benefits to the environment and other stakeholders. HRM that can encourage employee commitment and involvement related to environmental aspects that will benefit future generations like this is known as Green Human Resources Management (Green HRM). Researchers argue that organizational performance is not a direct result of the application of HR management per se, but rather of discretionary behavioral efforts from workers. This discretionary behavior is the Organizational Citizenship Behavior (OCB) which is the behavior of a free individual. This OCB continues to develop and the development of OCB which has an impact on environmental aspects is the Organizational Citizenship Behavior for the Environment (OCBE) which is an individual and discretionary social behavior that is not explicitly recognized by the formal reward system but contributes to the management environment. Besides Green HRM and OCBE, environmental performance requires Organization Commitment in protecting the environment and showing environmental concern. Organization Commitment can help Green HRM manage the organization to improve performance on environmental issues. With Green HRM mediated by OCBE and OC, it is expected that it can significantly influence Service Quality (SC) at State-Owned Enterprises Hospital (BUMN Hospital). This research is also supported by several theoretical concepts such as Sustainability Theory and Stakeholders Theory which bridge Green HRM, OCBE, OC, and SC as Applied Theory. With inferential quantitative methods using SmartPLS software. The sample used in this study was 1,004 workers spread across 19 BUMN hospitals in Indonesia. The research hypothesis test was conducted to determine the results of the hypothesis in this study following the hypothesis model that was built at the beginning of the study. The results of the suitability test and statistical tests in this study have fulfilled robust goodness-of-tests. This is because the results of the values are obtained from the research results and become the reference and criteria that have passed the goodness of fit test and significance test, namely the loading factor (λ) and also the factor weight (regression weight) which can be statistically fulfilled and fulfilled. Requirements for use in further analysis. From the results of the analysis of hypothesis testing and significance, a model is obtained that shows Green HRM has a significant effect on OCBE with a Path Coefficient of 0.753 and T Statistic of 32.684. Green HRM has a significant effect on OC with a Path Coefficient of 0.666 and T Statistics of 22.775. Green HRM has a significant effect on SC with a Path Coefficient of 0.178 and a T Statistic of 5.087. OCBE has a significant effect on SC with a Path Coefficient of 0.317 and T Statistic of 7,001. OC has a significant effect on SC with a Path Coefficient of 0.393 and T Statistic of 9.920. OCBE significantly mediates Green HRM on SQ with a Path Coefficient of 0.246 and T Statistic of 6.828. OC significantly mediates Green HRM on SQ with a Path Coefficient of 0.262 and T Statistics of 9.042. The findings of this study prove that the Green HRM model has an influence on Service Quality in SOE Hospitals mediated by OCBE and Organizational Commitment. The mediation effect of OCBE and OC is greater than the effect of Green HRM directly on SQ. Thus, the implementation of Green HRM for HR management that has an environmentally friendly commitment will affect the SQ at BUMN Hospital when mediated by OCBE and OC. The roles of OCBE and OC are considered important as mediation because they can complement the role of Green HRM in improving service quality. This study also addresses the gaps in previous Green HRM research at the organizational level with more specific results. This study also focuses on Green HRM in hospital organizations to see its effect on service quality through OCBE and OC, which have rarely been examined previously. The application of the concept of Health Service Quality (SERVQUAL) in the SQ Variable is also to support or reject a conceptual framework that there is no empirical study when it is carried out in hospitals in Indonesia. This empirical research has shown some influence of variables, especially between Green HRM and Service quality, can provide a new basis for further research because this is a new research result that has not been done before. Development of a research model called the Green HRM concept for Green hospital Service quality, namely “the concept of environmentally friendly human resource management for the quality of environmentally friendly hospital services. The results obtained prove that the OCBE and Organizational Commitment variables are able to become variables that significantly mediate the influence of the Green HRM predictor variables on the Service quality variable so as to bridge the differences in previous results and cover the gaps of previous research. Keywords: Green HRM, OCBE, Organizational Commitment, Service quality, Health Service quality, BUMN Hospital Rumah sakit saat ini memerlukan pengelolaan sumber daya manusia yang ramah lingkungan yang tidak hanya mengembangkan sumber daya dan fokus pada laba perusahaan semata, tetapi juga memberikan bermanfaat bagi lingkungan dan pemangku kepentingan lainnya. MSDM yang dapat mendorong komitmen dan keterlibatan karyawan terkait aspek lingkungan yang akan memberi manfaat bagi generasi di masa depan seperti inilah yang disebut sebagai Green Human Resources Management (Green HRM). Para peneliti berpendapat bahwa kinerja organisasi bukan hasil langsung dari penerapan Manajemen SDM semata, tetapi lebih dari upaya perilaku diskresioner dari karyawan. Perilaku diskresi ini adalah Perilaku Kewarganegaraan Organisasi (Organizational Citizenship Behavior/OCB) yang merupakan perilaku individu yang bebas. OCB ini terus berkembang dan pengembangan dari OCB yang memiliki dampak terhadap aspek lingkungan adalah Perilaku Kewarganegaraan Organisasi terhadap Lingkungan (Organizational Citizenship Behavior for the Environment-OCBE) yang merupakan perilaku sosial individu dan diskresioner yang tidak secara eksplisit diakui oleh sistem penghargaan formal tetapi berkontribusi pada pengelolaan lingkungan. Disamping Green HRM dan OCBE, kinerja lingkungan memerlukan Organization Commitment dalam melindungi lingkungan dan menunjukkan kepedulian lingkungan. Organization Commitment dapat membantu Green HRM mengelola organisasi meningkatkan kinerja tentang masalah lingkungan. Dengan Green HRM yang dimediasi oleh OCBE dan OC maka diharapkan dapat berpengaruh secara signifikan terhadap Service Quality (SC) di Rumah Sakit Badan Usaha Milik Negara (RS BUMN). Penelitian ini juga didukung beberapa konsep teori seperti Sustainability Theory dan Stakeholders Theory yang menjembatani Green HRM, OCBE, OC dan SC sebagai applied theory. Dengan metode kuantitatif inferensial menggunakan software Smartpls. Sampel yang digunakan dalam penelitian ini sebesar 1.004 karyawan di tersebar dari 19 RS BUMN di Indonesia. Uji hipotesis penelitian dilakukan untuk mengetahui hasil hipotesis pada penelitian ini sesuai dengan model hipotesis yang dibangun di awal penelitian. Hasil uji kesesuaian dan uji statistik dalam penelitian ini telah memenuhi sebagai robust goodness-of-fit tests. Hal ini disebabkan karena hasil dari nilai-nilai didapatkan dari hasil penelitian dan menjadi acuan serta kriteria telah melalui uji kesesuaian goodness of fit test maupun uji signifikansi yaitu loading factor (λ) dan juga bobot faktor (regression weight) yang secara statistik dapat terpenuhi dan memenuhi syarat untuk digunakan dalam analisis selanjutnya. Dari hasil analisis uji hipotesis dan signifikansi diperoleh sebuah model yang menunjukan Green HRM berpengaruh signifikan terhadap OCBE dengan Koefisien Jalur 0,753 dan T Statistic 32,684. Green HRM berpengaruh signifikan terhadap OC dengan Koefisien Jalur 0,666 dan T Statistic 22,775. Green HRM berpengaruh signifikan terhadap SC dengan Koefisien Jalur 0,178 dan T Statistic 5,087. OCBE berpengaruh signifikan terhadap SC dengan Koefisien Jalur 0,317 dan T Statistic 7,001. OC berpengaruh signifikan terhadap SC dengan Koefisien Jalur 0,393 dan T Statistic 9,920. OCBE signifikan memediasi Green HRM terhadap SQ dengan Koefisien Jalur 0,246 dan T Statistic 6,828. Dan OC signifikan memediasi Green HRM terhadap SQ dengan Koefisien Jalur 0,262 dan T Statistic 9,042. ruh terhadap Service Quality di RS BUMN yang dimediasi oleh OCBE dan Organizational Commitment. Pengaruh mediasi OCBE dan OC lebih besar dibandingkan pengaruh Green HRM secara langsung terhadap SQ. Dengan demikian maka penerapan Green HRM untuk pengelolaan SDM yang memiliki komitmen ramah lingkungan akan berpengaruh terhadap SQ di RS BUMN bilamana di mediasi oleh OCBE dan OC. Peran OCBE dan OC dianggap penting sebagai mediasi karena dapat melengkapi peran Green HRM dalam meningkatkan Service quality Penelitian ini juga menjawab kesenjangan penelitian Green HRM sebelumnya di tingkat organisasi dengan hasil yang lebih spesifik. Penelitian ini juga berfokus pada Green HRM di organisasi RS untuk melihat pengaruhnya terhadap kualitas layanan melalui OCBE dan OC, yang jarang diperiksa sebelumnya. Penerapan konsep Kualitas Layanan Kesehatan (SERVQUAL) dalam Variabel SQ juga untuk mendukung atau menolak kerangka kerja konseptual yang tidak ada studi empiris ketika dilakukan di RS di Indonesia. Penelitian empiris ini telah menunjukkan beberapa pengaruh variabel khususnya antara Green HRM dan Service quality dapat memberikan landasan baru bagi penelitian selanjutnya karena hal ini merupakan sebuah hasil penelitian yang baru yang belum dilakukan penelitian sebelumnya. Pengembangan model penelitian yang dinamakan sebagai Green HRM concept for Green hospital Service quality, yaitu “konsep pengelolaan sumber daya manusia yang ramah lingkungan bagi kualitas layanan RS yang ramah lingkungan. Hasil yang didapatkan membuktikan bahwasanya variabel OCBE dan Organizational Commitment mampu menjadi variabel yang memediasi secara signifikan pengaruh antara variabel prediktor Green HRM terhadap variabel Service quality sehingga menjembatani adanya perbedaan hasil terdahulu dan menutupi kesenjangan penelitian sebelumnya. Kata kunci: Green HRM, OCBE, Organizational Commitment, Service quality, Health Service quality, RS BUMN
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