The Influence of Sustainable Human Resource Management and Career Development to Work Performance Mediated by Organizational Commitment and Knowledge-Sharing Behavior as a Moderating Variable in Agriculture and Plantation Service

This study aims to analyze the effect of Green Human Resource Management (GHRM) and Career Development on Organizational Commitment and Work Performance of employees in Aceh Agriculture And Plantation Service of Indonesia. The research method used is quantitative with a survey approach. Data were collected through a 5-point Likert scale-based questionnaire adapted from previous studies, as well as in-depth interviews with several informants to enrich the analysis. The study population included employees in three service offices, namely the Aceh Population Registration Service, the Aceh Agriculture and Plantation Service, and the Aceh Education Service, with a total of 200 people. The research sample was determined using the Raosoft method, resulting in 125 respondents with a sampling error rate of 4%. The measurement of variables in this study involved five items for each construct: Work Performance (Uddin et al., 2023), Green Human Resource Management (Li et al., 2024), Career Development (Hosen et al., 2023), and Organizational Commitment (Zhu et al., 2024). Data analysis techniques were conducted with a descriptive and verification approach using SEM (Structural Equation Modeling) with IBM SPSS-AMOS software version 24 to test the relationship between variables. The results showed that GHRM and Career Development have a significant influence on Organizational Commitment and Work Performance. Career Development plays an important role in increasing employee loyalty and performance, while effective GHRM can strengthen organizational commitment and work productivity. However, knowledge sharing did not show a significant effect on Work Performance in the context of this study. This study provides implications for policy makers and organizational management in the public sector to pay more attention to career development and the implementation of GHRM in order to improve employee performance and commitment. The results of this study can also be a reference for academics who are interested in studying the relationship between human resource management and employee performance in the government sector.