Refining Lecturer Green Performance: Is It Possible?
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Purpose: The study analyzes whether green organizational culture and transformational leadership influence lecturer green performance by mediating green work motivation and job satisfaction in Indonesia. Design/methodology/approach: The type of cross-sectional research is used in this study. The population consists of higher education lecturers in Indonesia. The data was obtained using a questionnaire distributed online to respondents with a purposive sampling method of 375 lecturers who are still actively carrying out their duties, then processed using SEM-PLS. Findings: The results showed green organizational culture and green transformational leadership do not influence the lecturer's green performance. Green work motivation and job satisfaction influence the lecturer's green performance directly, and it was found that green work motivation and job satisfaction positively mediated green organization culture and transformational leadership towards the lecturer's green performance. Research limitations/implications: The study has not distinguished between public and private university lecturers, there may be a difference in the green performance of lecturers in the two higher education institutions because state universities have more complete infrastructure. Originality/value: This research model found that the lecturers studied could produce green performance without being influenced by university organizational culture and leadership. Further research on a more diverse and larger sample is needed to ensure these empirical findings can be generalized.
Abstract
Purpose: The study analyzes whether green organizational culture and transformational leadership influence lecturer green performance by mediating green work motivation and job satisfaction in Indonesia. Design/methodology/approach: The type of cross-sectional research is used in this study. The population consists of higher education lecturers in Indonesia. The data was obtained using a questionnaire distributed online to respondents with a purposive sampling method of 375 lecturers who are still actively carrying out their duties, then processed using SEM-PLS. Findings: The results showed green organizational culture and green transformational leadership do not influence the lecturer's green performance. Green work motivation and job satisfaction influence the lecturer's green performance directly, and it was found that green work motivation and job satisfaction positively mediated green organization culture and transformational leadership towards the lecturer's green performance. Research limitations/implications: The study has not distinguished between public and private university lecturers, there may be a difference in the green performance of lecturers in the two higher education institutions because state universities have more complete infrastructure. Originality/value: This research model found that the lecturers studied could produce green performance without being influenced by university organizational culture and leadership. Further research on a more diverse and larger sample is needed to ensure these empirical findings can be generalized.