Integrating green recruitment and digital technology: Indirect influence on employee performance through digital competencies

https://doi.org/10.35912/ahrmr.v5i3.3162
Published: Sep 30, 2025

Abstract:

Purpose: This study aims to analyze the direct and indirect relationships between Green Recruitment, Digital Technology, Digital Competence, and Employee Performance at PT Adhi Karya (Persero) Tbk. Specifically, it examines how Digital Competence mediates the influence of Green Recruitment and Digital Technology on employee performance in the construction sector.

Methodology: A quantitative research approach was employed using Structural Equation Modeling (SEM) with Partial Least Squares (PLS). Data were collected from 194 employees through purposive sampling, and the questionnaire used a five-point Likert scale. The analysis included validity, reliability, and hypothesis testing using SmartPLS 4.0..

Results: The findings reveal that both Green Recruitment (? = 0.225, p < 0.01) and Digital Technology (? = 0.411, p < 0.001) significantly enhance Digital Competence. In turn, Green Recruitment (? = 0.203), Digital Technology (? = 0.253), and Digital Competence (? = 0.437) significantly improve Employee Performance. Moreover, Digital Competence mediates the indirect influence of Green Recruitment (? = 0.098, p < 0.01) and Digital Technology (? = 0.180, p < 0.001) on performance.

Conclusions: Integrating sustainable recruitment practices and digital transformation strategies strengthens employee competencies and organizational productivity in construction companies.

Limitations: The study focuses on one SOE, limiting generalizability, and does not include moderating variables such as digital leadership or organizational culture.

Contribution: This study extends Green HRM and digital transformation theories by providing empirical evidence that Digital Competence serves as a critical bridge between sustainability-oriented HR policies and enhanced employee performance in the digital era.

Keywords:
1. Digital Competence
2. Digital Technology
3. Employee Performance
4. Green Recruitment
5. SEM-PLS
Authors:
1 . Vegalyra Novantini Samodra
iversitas Islam Al-Azhar, Nusa Tenggara Barat, Indonesia
2 . Jovi Iristian
Universitas Dr. Soetomo, Surabaya, Indonesia
3 . Sonya Sidjabat
Institut Transportasi dan Logistik Trisakti, Jakarta, Indonesia
4 . Nazifah Husainah
Universitas Muhammadiyah, Jakarta, Indonesia
5 . Lina Saptaria
Universitas Islam Kadiri, Jawa Timur, Indonesia
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How to Cite
Samodra, V. N., Iristian, J., Sidjabat, S., Husainah, N., & Saptaria, L. (2025). Integrating green recruitment and digital technology: Indirect influence on employee performance through digital competencies. Annals of Human Resource Management Research, 5(3), 355–372. https://doi.org/10.35912/ahrmr.v5i3.3162
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Issue & Section
Vol. 5 No. 3 (2025): September
Articles
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  2. Alshuaibi, M. S. I., Alhebri, A., Khan, S. N., & Sheikh, A. A. (2024). Big Data Analytics, GHRM Practices, and Green Digital Learning Paving the Way Towards Green Innovation and Sustainable Firm Performance. Journal of Open Innovation: Technology, Market, and Complexity, 10(4), 1-11. doi:https://doi.org/10.1016/j.joitmc.2024.100396
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  4. Bharadwaj, A., Sawy, O. A. E., Pavlou, P. A., & Venkatraman, N. v. (2013). Digital Business Strategy: Toward a Next Generation of Insights. MIS Quarterly, 37(2), 471-482. doi:https://doi.org/10.25300/misq/2013/37:2.3
  5. Blanc, S., Conchado, A., Benlloch-Dualde, J. V., Monteiro, A., & Grindei, L. (2025). Digital Competence Development in Schools: A Study on the Association of Problem-Solving with Autonomy and Digital Attitudes. International Journal of STEM Education, 12(1), 1-17. doi:https://doi.org/10.1186/s40594-025-00534-6
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  36. Renwick, D. W., Jabbour, C. J., Muller-Camen, M., Redman, T., & Wilkinson, A. (2016). Contemporary Developments in Green (Environmental) HRM Scholarship. The international Journal of Human Resource Management, 27(2), 114-128. doi:https://doi.org/10.1080/09585192.2015.1105844
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  38. Saeed, B. B., Afsar, B., Hafeez, S., Khan, I., Tahir, M., & Afridi, M. A. (2019). Promoting Employee's Proenvironmental Behavior Through Green Human Resource Management Practices. Corporate Social Responsibility and Environmental Management, 26(2), 424-438. doi:https://doi.org/10.1002/csr.1694
  39. Saputra, A., Apriyan, M., & Subarjo, S. (2025). The Effect of Green Recruitment and Selection, Green Training, and Green Intellectual Capital on Employee Performance in Indonesia. Management Science Letters, 15(1), 1-10. doi:https://doi.org/10.5267/j.msl.2024.4.003
  40. Sartika, M., Astuti, S., Chasanah, A., & Riyanto, F. (2023). Digital Skills To Improve Work Performance. International Journal Of Accounting, Management, And Economics Research, 1, 33-40. doi:https://doi.org/10.56696/ijamer.v1i2.14
  41. Soto-Acosta, P., Popa, S., & Martinez-Conesa, I. (2018). Information Technology, Knowledge Management And Environmental Dynamism As Drivers Of Innovation Ambidexterity: A Study In Smes. Journal of Knowledge Management, 22(4), 824-849. doi:https://doi.org/10.1108/jkm-10-2017-0448
  42. Streukens, S., & Leroi-Werelds, S. (2016). Bootstrapping and PLS-SEM: A step-by-step guide to get more out of your bootstrap results. European Management Journal, 34(6), 618-632. doi:https://doi.org/10.1016/j.emj.2016.06.003
  43. Tampubolon, R. (2022). Analisis Kompetensi Karyawan Terhadap Kinerja Karyawan di Era Digital. Entrepreneurship and Small Business Research for Economic Resilience, 1(2), 1-10. doi:https://doi.org/10.53698/essence.v1i2.11
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