THE IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT ON EMPLOYEES'S TURNOVER INTENTION IN HO CHI MINH CITY: THE MEDIATING ROLE OF JOB SATISFACTION

Abstract

Green human resource management (GHRM) is currently a major concern in businesses worldwide because it affects the functions of human resource management and employee behavior. Understanding the impact of GHRM on the employee’s turnover intention and testing the mediating role of job satisfaction is essential. The research sample includes 300 employees working in businesses in Ho Chi Minh City and the study was conducted with five factors: (1) Green recruitment; (2) Green training; (3) Green performance; (4) Green rewards; (5) Green participation. The study used the PLS-SEM tool for data processing and model evaluation. The results showed that green recruitment, green training, green performance, green rewards, and green participation all have a negative impact on the turnover intention. Furthermore, job satisfaction has a mediating impact on the relationship between GHRM and employee’s turnover intention. This helps businesses to refer to and develop appropriate policies to minimize turnover rates and promote sustainable development.