The influence of green human resource management and environmental strategy on environmental performance through green innovation as a mediation variable at pt Esperança Timor Oan in Timor Leste

This study is assessing the impact of Green Human Resource Management (GHRM) and Environmental Strategy on Environmental Performance with Green Innovation as a mediator in PT. Esperança Timor Oan (ETO) in Timor-Leste. This study is based on the growing awareness of sustainability issues to adopt the concept of green into their business strategy. PT ETO has initiated various policies based on environmental issues; however, the implementation is still in the administrative level and has not been felt in real terms. Theory of Resource-Based View (RBV) and Natural Resource-Based Theory (NRBV), which states that companies are able to attain sustainable competitive advantage through the use of resources that are considered valuable, scarce, difficult to imitate, and difficult to substitute. GHRM is designed to influence employee behavior towards the environment through the recruitment system, training and performance appraisal, and sustainability value-based rewards. Environmental Strategy is designed to represent the company's proactive strategies in resource management and environmental impact management. Quantitative method of path analysis using Partial Least Square (PLS) method with 76 respondents from PT ETO employee respondents. The result of the analysis showed that GHRM has no direct influence on Environmental Performance but has an indirect positive influence through Green Innovation as a mediating variable. Environmental Strategy has been proven to have a positive and significant influence on Environmental Performance, but its indirect influence through Green Innovation is not significant.