Work Environment as a Moderator Linking Green Human Resources Management Strategies with Turnover Intention of Millennials: A Study of Malaysian Hotel Industry

The purpose of this study is to investigate the impact of green human resource management (GHRM) practices (e.g., green pay attention and rewards, green performance management, green involvement, green recruitment and selection, and green training role) on millennial employees' turnover intention (METI) in Malaysian three-star, four-star, and five-star hotels with a moderator (work environment) using social exchange theory (SET). The survey used structured questionnaires to collect data from 210 millennial employees using the convenience sampling technique. The research hypotheses were tested using partial least squares structural equation modelling (PLS-SEM). The findings of this study indicate that only green rewards and green involvement have a significant impact on METI. Furthermore, the results indicate that the work environment has no moderating impact on the relationships between green HRM practices and millennial employees' turnover intention. Finally, the implications, limitations, and future directions for research are also addressed to potential researchers.

Automated summary

The purpose of this study was to investigate the impact of green human resource management practices on turnover intention among millennial employees in Malaysian hotels, with work environment as a moderating factor. The findings suggest that only green rewards and green involvement have a significant impact on turnover intention. Additionally, the results indicate that the work environment does not moderate the relationship between green HRM practices and turnover intention among millennial employees.