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"Penelitian ini bertujuan untuk melihat pengaruh penerapan environmental management practices atau praktik manajemen lingkungan terhadap profitabilitas dan valuasi perusahaan sektor pertambangan dan pertanian di Indonesia. Data penelitian diperoleh dari perusahaan yang masuk ke dalam sektor pertambangan dan pertanian berdasar sistem klasifikasi industri JASICA yang sudah terdaftar di Bursa efek Indonesia dalam kurun waktu 2011-2020. Jenis data yang digunakan adalah data panel yang diolah menggunakan model panel random effect . Hasil penelitian menunjukkan bahwa praktik manajemen lingkungan memiliki pengaruh positif terhadap profitabilitas perusahaan, akan tetapi memiliki pengaruh negatif pada valuasi perusahaan. Hasil yang saling bertolak belakang ini dapat menjadi indikasi adanya information asymmetry antar manfaat performa lingkungan perusahaan dan investor. Karena itu, diperlukan tolak ukur objektif dan sistem pelaporan performa lingkungan terintegrasi agar jarak tersebut dapat tertutup.

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This study aims to examine the effect of environmental management practices has on the profitability and market valuation of mining and agriculture sector companies in Indonesia. This study uses sample from companies that are included in the mining and agriculture sector based on the JASICA industrial classification system listed on the Indonesia Stock Exchange in 2011-2020. The type of data used is panel data which is processed using a random effect panel model. The findings in this study shows that environmental management practices have a positive effect on company’s profitability, but a negative effect on its valuation. These contradictory results might be an indication of the existence of information asymmetry between the benefits of environmental performance and investors. Therefore, objective environmental performance measures and an integrated reporting system are needed so that the gap can be closed."

"Sustainable development goals (SDGs) di Indonesia menghasilkan pertumbuhan proyek-proyek berkelanjutan seperti transisi energi terbarukan yang mendorong industri TIC memainkan peran penting dalam memastikan keselamatan, kualitas, dan pemenuhan. Penelitian ini menyelidiki penerimaan dan kesiapan praktik green human resource management (GHRM) antara praktisi dan non-praktisi di perusahaan TIC milik negara di Indonesia. Penerimaan dinilai melalui praktik GHRM (recruitment, training, performance, rewards, and involvement) sedangkan kesiapan melibatkan appropriateness, management support, change efficacy, dan personal benefit. Pengolahan data dibagi menjadi dua, tahap I (penerimaan) dan tahap II (kesiapan). Statistik deskriptif tahap I menunjukkan tingkat penerimaan yang tinggi, sehingga dilanjutkan ke tahap II yang juga menunjukkan tingkat kesiapan tinggi. Pengujian komparatif dengan uji Mann-Whitney U dilakukan untuk membandingkan grup praktisi dan non-praktisi. Hasil penelitian tahap I ditemukan terdapat perbedaan signifikan penerimaan antara kedua grup, sedangkan pada tahap II tidak ada perbedaan signifikan kesiapan antara kedua grup. Dimensi GHRM yang diuji mendapatkan penerimaan dan kesiapan tinggi, sehingga bisa menjadi referensi bagi praktisi dalam mengembangkan kerangka GHRM di perusahaan TIC atau organisasi sejenis.

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Sustainable development goals (SDGs) in Indonesia result in the growth of sustainable projects such as the renewable energy transition, which encourages the TIC industry to play an important role in ensuring safety, quality, and compliance. This research investigates the acceptance and readiness of green human resource management (GHRM) practices between practitioners and non-practitioners in a state-owned TIC company in Indonesia. Acceptance was assessed through GHRM practices (recruitment, training, performance, rewards, and involvement), while readiness involved appropriateness, management support, change efficacy, and personal benefits. The data is processed into Phase I (acceptance) and II (readiness). The descriptive statistics of Phase I showed a high level of acceptance. Thus, it continued to Phase II, which also showed a high level of readiness. Comparative testing with the Mann-Whitney U test was carried out to compare the practitioner and non-practitioner groups. The results of Phase I found a significant difference in acceptance between the two groups, while in Phase II, there was no significant difference in readiness between the two groups. The GHRM dimensions tested obtained high acceptance and readiness; therefore, it can be a reference for practitioners developing a GHRM framework in TIC companies or similar organizations."