Green Leadership, Green Organizational Culture, and Sustainable Innovation: The Mediating Role of Organizational Commitment

Objectives: This study examines the direct and mediated relationships of Green Transformational Leadership and Green Organizational Culture with Employee Sustainable Innovation, with Organizational Commitment serving as a mediating variable at PT Galic Artabahari. Methodology: A quantitative explanatory study involved 132 employees of PT Galic Artabahari who had worked for at least one year. Data were collected using a structured questionnaire with a five point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The analysis assessed the measurement model, structural model, and direct and indirect relationships using bootstrapping. Finding: Green Transformational Leadership positively and significantly influenced Organizational Commitment and Employee Sustainable Innovation. Green Organizational Culture also positively and significantly influenced Organizational Commitment and Employee Sustainable Innovation. Organizational Commitment positively and significantly influenced Employee Sustainable Innovation and significantly mediated the relationships between Green Transformational Leadership and Employee Sustainable Innovation and between Green Organizational Culture and Employee Sustainable Innovation. Both mediation effects were partial. The model explained 74.7% of the variance in Employee Sustainable Innovation and 41.5% of the variance in Organizational Commitment. Conclusion: Sustainability oriented leadership and organizational culture contribute to employee sustainable innovation both directly and through Organizational Commitment. Strengthening sustainability oriented leadership, embedding green values in organizational practices, and fostering employee commitment can support the generation and implementation of sustainable innovations at the employee level.