Green Human Resource Management and Sustainable Practices on Corporate Reputation and Employee Well-being: A model for Indonesia's F B industry

This research aims to present a Green Human Resource Management (GHRM) model to enhance corporate reputation and employee job satisfaction in food and beverage companies in Indonesia by testing and analyzing the effect of green recruitment, green training, and green rewards on corporate reputation towards employee job satisfaction, moderated by organizational culture. We collected data from 755 respondents, who included managers and employees from Jakarta, West Java province, and East Java province. The study uses structural equation modeling (SEM) with partial least squares (PLS). The findings indicate that green recruitment significantly improves corporate reputation but has no significant effect on employee job satisfaction. Green training positively impacts both corporate reputation and employee job satisfaction, while green rewards significantly enhance corporate reputation but do not influence employee job satisfaction. Moreover, organizational culture does not moderate the relationship between GHRM practices and corporate reputation. The study's originality lies in its contextualized approach to integrating GHRM practices within the food and beverage industry, highlighting the role of green recruitment, training, and rewards in fostering sustainability. Additionally, it explores internal and external factors influencing GHRM adoption and the challenges organizations face in implementing sustainable practices. These insights contribute to advancing GHRM literature and offer practical guidance for aligning sustainability goals with organizational performance.