Sustainable Human Resource Management and Sustainable MSME Performance: The Mediating Role of Green Commitment among MSMEs in the Tigaras Tourism Area, Simalungun Regency
DOI:
https://doi.org/10.61132/icmeb.v3i1.389Keywords:
Green Commitment, MSMEs, Sustainable Human Resource Management, Sustainable MSME Performance, Sustainable TourismAbstract
This study investigates whether Sustainable Human Resource Management (SHRM) contributes to sustainable performance among micro, small, and medium enterprises (MSMEs) operating in the Tigaras tourism area of Simalungun Regency, Indonesia, and examines Green Commitment as a potential explanatory mechanism. Tourism-based MSMEs face the dual challenge of sustaining economic viability while strengthening social and environmental responsibility. A quantitative survey was conducted using purposive sampling, involving 37 MSME actors who met the study criteria. Data were collected through a five-point Likert-scale questionnaire and analyzed using validity and reliability tests, classical assumption tests, Pearson correlation, multiple linear regression, t-tests, and an F-test. SHRM had a positive and significant effect on sustainable MSME performance (B = 0.305, p = 0.012), while Green Commitment also exerted a positive and significant effect (B = 0.524, p = 0.009). SHRM was positively associated with Green Commitment (r = 0.477, p = 0.003). Jointly, SHRM and Green Commitment explained 45.1% of the variance in sustainable performance (adjusted R² = 0.418; F = 13.952; p < 0.001). These findings indicate that Green Commitment is a theoretically plausible mechanism linking SHRM to sustainable performance; however, the indirect effect requires confirmation through bootstrap mediation analysis. The study highlights the importance of sustainability-oriented HR practices, employee involvement, resource efficiency, and environmentally responsible routines for tourism-based MSMEs.
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