Comparative Effect of E-HRM and G-HRM on Turnover Intention: Employee Engagement Mediation in West Java Hotels
DOI:
https://doi.org/10.22441/jurnal_mix.2026.v16i3.018Keywords:
E-HRM, Employee Engagement, Turnover Intention, G-HRMAbstract
Objectives: This study examines the relative impacts of Electronic Human Resource Management (E-HRM) and Green Human Resource Management (G-HRM) on Employee Turnover Intention, with Employee Engagement serving as a mediating variable in 4- and 5-star hotels in West Java.
Methodology: Using a quantitative cross-sectional survey of 150 permanent employees and a Likert-scale questionnaire, with data analyzed using multiple regression and bootstrap mediation tests.
Findings: The findings reveal that E-HRM significantly increases turnover intention, while Green HRM also has a significant positive effect, contrary to the initial hypothesis. Employee Engagement does not mediate the relationships. The novelty lies in combining E-HRM and Green HRM within one framework and applying the Technology Acceptance Model and Social Identity Theory.
Conclusion: Practically, hotel managers should align digital efficiency with authentic sustainability programs to minimize turnover risks.
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