THE EFFECT OF GREEN RECRUITMENT, GREEN TRAINING ON EMPLOYEE PERFORMANCE IN PT TRU USING ORGANIZATION CITIZENSHIP FOR ENVIRONMENT AS MEDIATION VARIABLE

DOI:10.31933/DIJMS Abstract: This study aims to analyze the effect of green recruitment, green training, and OCBE on employee performance. This type of research is carried out quantitatively and for the research method used is the associative explanatory level method. The object of this research is PT TRU. The sampling method used was a probability sampling with a sampling technique using simple random sampling with a total sample of 100 people. Data analysis was performed using Structural Equation Modeling (SEM) with soft ware Partial Least Square (smart – PLS). The results obtained in this study: 1) Green recruitment, green training, and Organization Citizenship for Behavior (OCBE) have positive and significant effect on employee performance, 2) Green recruitment and green training have a positive and significant effect on employee performance through Organization Citizenship for Behavior ( OCBE).


INTRODUCTION
Business competition in globalization era made many companies compete to maintain their market share. This condition requires organization respond to adapting these changes for to be able to compete in global competition. The company expected not only focus on increasing profits, but how the company's ability to manage the organization's environment.
Performance is person success level during a certain period in carry out tasks with good responsibilities. Employee performance is an important thing in an organization, because it can affect organizational performance. Company performance service shown by total of customers use the company's services and customer loyalty level in reusing these services.
For good management, companies must having knowledge, highly skilled employees and efforts to manage the company as optimal as possible so that employee performance increases. Good employee performance show on high work results while low employee performance will result in low performance.
According to Moeheriono (2012: 95), performance is achievement level on program implementation of activities or policies in realizing the goals, objectives, vision and organization mission as outlined through the strategic planning of an organization. Figure 1 shows that in the period 2016 to 2018 there were still employees who received ratings under the category which means there were employees who were still lacking in achieving targets. In addition, there are still employees contributes minimally assessment, it means there are employees get lacking in achieving. There was a decrease number in employees who received satisfactory category. However, overall the results of employee performance appraisals have a tendency towards improvement, this can be seen from the increase in employees who get an assessment with the category of meeting targets.
The percentage of employees every year has fluctuating changes, especially for employees who get satisfactory performance scores. A company declared good if work appraisal of its employees continues to experience a significant increase. Therefore, the rectutment process is needed at PT.TRU to get quality employees and a training for their employees so that they can continue to provide satisfactory performance values as shown in the percentage that continues to rise in the years to come.
Behavior (OCB), which is behavior that voluntarily contributes to organizations to enhance environmental improvement.
According to Boiral & Paillé (2015) Organization Citizenship Behavior for Environment (OCBE) has three dimensions: 1) Eco-initiatives, is voluntary behaviors to improve environmental performance, 2) Eco-civic engagement, is voluntary behavior of a person to involved in activities organized by companies that are pro-environment, 3) Ecohelping, is voluntary behavior of others to be environmentally conscious.
OCBE indicators consist of: 1) Eco-initiatives: a) always weigh the consequences of actions, b) initiatives in daily activities carry out actions regarding the environment, c) provide advice to others on how to protect the environment. 2) Eco-civic engagement: a) active in environmental activities in the organization, b) get information about environmental activities organized by the organization, c) contribute positively to the company's image. 3) Eco-helping: a) spontaneously helping others in considering the environment, b) encouraging others to be environmentally conscious, c) helping others express opinions about environmental issues.

1) Relationship of Green Recruitment with Organization Citizenship Behavior for Environment (OCBE)
Jianfeng Jia et all (2018) said that when recruiting new employees, more attention should be paid to the environment quality awareness and employees environment. Recruited employees through the green recruitment process have better qualifications to understand the company's environmental management goals and solve problems based on environmental protection and motivate them to have environmentally friendly creativity. H 1 :Green recruitment has a positive and significant effect on organizational citizenship behavior for the environment (OCBE).

2) Relationship between Green Training and Organization Citizenship Behavior for Environment (OCBE)
According to Nhat Tan PHAM et al (2018) said that green training has a positive influence on OCBE which shows that green training can build green competency which encourages employees to work extra in environmental activities and to engage in green behavioral activities in the workplace voluntarily. when employees understand that the organization has a commitment to the environment they can instill an environmentally friendly organizational image in their self-concept, become committed to their environmental mission, and engage in environmentally friendly behavior in work activities. Green training plays an important role in improving OCBE. H 2: Green training has a positive and significant effect on organizational citizenship behavior for the environment (OCBE).

3) Relationship between Organization Citizenship Behavior for Environment (OCBE) and Employee Performance
According to Sheena et al (2017) in a research journal said that the practice of green human resource management aims to make employees have environmentally friendly behavior. The implementation of GHRM practices through green lifestyle in the workplace will affect employee performance. H3: Organization citizenship behavior for the environment (OCBE) has a positive and significant effect on employee performance.

4) Relationship of Green Recruitment with Employee Performance
Zirra et al (2017) in a research journal said that green recruitment has a significant effect on employee performance. The strengths and weaknesses of the company lies in its employees. A good recruitment strategy allows companies to get quality employees who can improve the performance of these employees. H 4:: Green recruitment has a positive and significant effect on employee performance.

5) Relationship between Green Training and Employee Performance
Previous research on green training effect on employee performance conducted by KKAH, Pallewaththa PWK (2018) entitled The effects of green training and development practices on employee performance explained that green training and development had a positive impact on employee performance. Employees must be given training and education in order to develop the skills and knowledge needed in the organization. H 5: Green training has a positive and significant effect on employee performance.

6) Relationship of Green Recruitment to Employee Performance through OCBE
Previous research of employee green recruitment effect performance through OCBE conducted by Rini Setyo (2018) who said that green hrm (green recruitment) can increase the sense of ownership of employees in the organization to improve employee performance.H 6 :Green recruitment has a positive and significant effect on employee performance through organization citizenship behavior for the environment (OCBE).

7) Relationship of Green Training to Employee Performance through OCBE
Previous research on the effect of green training on employee performance through OCBE conducted by Sakher (2017)

Research Design
This research using quantitative methods by primary data in the surveys form. AThe research method is the associative explanatory level method used to determine the independent variable regression (X), with the dependent variable (Y), is called regression research that aims to find the presence or absence of influence between variables, and if there is how much influence and means whether or not the influence.

Data Collection Method
The independent variables in this study are Green Recruitment and Green Training, the dependent variable is Employee Performance while the mediating variable is OCBE. The primary data in this study is the distributing result questionnaires to selected samples using a simple random sampling technique using a Likert scale. Secondary data in this study is in the form of employee performance evaluation report data for 2016-2018 issued by PT TRU personnel.

Population and Sampling Method
Population in this study were PT TRU employees . This research uses probability sampling technique withmethod simple random sampling. The sample collection technique used in this study is the Rao Purba formula, namely: n = Z 2 4(MOE) 2 Then the samples in this study were 96,6 samples rounded up to 100 samples.

Data Analysis Techniques
This study uses components or variance Based Structual Equation to analyze data processing uses the Partial Least Square (smart -PLS) program. PLS is an alternative model of coverance-paradictive analysis in situations of high complexity and low theoretical support. There are two models in PLS Path modeling, they are Outer Model and Inner Model.

Figure 3. Convergent Validity
Using SmartPLS 3.2.8 Convergent Validity is a factor loading value on latent variables with the indicators. said to be valid if the loading factor> 0.7. Based on the measurement model above, all indicators have a loading factor greater than 0.7 so that it is declared significant.

Average Variance Extracted (AVE)
Value AVE used to measure the amount of variance that can be captured by the construct compared to the variance caused by measurement errors. Terms of AVE value> 0.50.

Research Hypothesis Testing
Hypothesis Testing in this study are as follows:

1) Green Recruitment has positive significant effect on OCBE
From observations at PT TRU, employees have the drive and awareness to maintain a higher work environment and take concrete actions in environmental management such as making reports via email thereby reducing paper usage.Therefore Hypothesis 1 in this study which states that "Green Recruitment (X 1 ) has a significant effect on OCBE (Y 1 )" is accepted.

2) Green Training has positive significant effect on OCBE
Theprocess Green Training carried out at PT TRU has been running optimally and structured. The training provided by the company istraining e-learning. E-learning is internet based learning where employees participate in multimedia simulations or other interactive modules.Therefore Hypothesis H 2 in this study which states that "Green Training (X 2 ) has a significant effect on OCBE (Y 1 )" is accepted.

3) OCBE has positive significant effect on Employee Performance
In this organizationare also applied change agents in each department where designated employees are tasked with motivating other employees to care for the environment. Thus, good habits of employees with environmental awareness will improve the quality of employee performance. Therefore hypothesis H 3 in this study which states that "OCBE (Y 1 ) has a significant effect on Employee Performance (Y 2 )" is accepted.

4) Green Recruitment has positive significant effect on Employee Performance
The knowledge and competencies of employees is needed by the company to know the employees extent can work optimally and contribute in accordance with what the company wants. If employees already work in accordance with competencies, employees will like their work and will improve the work of higher quality that can improve employee performance. Therefore hypothesis H 4 in this study which states that Green Recruitment (X 1) a significant effect on employee performance (Y2)" is accepted.

5) Green Training has positive significant effect on Employee Performance
With the trained employees presence, it will produce good productivity. The training model provided at PT TRU is in the e-learning website based form that facilitates participant access as well as the development of sustainable programs in the future. Website based elearning media are considered effective enough to deliver online training and tests resulting in an increase in employee performance.Therefore Hypothesis 5 in this study which states that "Green Training (Y 1 ) has a significant effect on Employee Performance (Y 2 ) is accepted.

6) Green Recruitment has positive significant effect on Employee Performance through the OCBE variable
Based on the observation that Green Recruitment has been carried out by PT. TRU has used an online process that will affect the Organization Citizenship Behavior for Environment in which employees will have voluntary behavior towards the environment so that it can improve the employees performance at PT.TRU.Therefore Hypothesis H 6 in this study which states that"Green Recruitment (X 1 ) a significant effect on employee performance (Y 2 ) through OCBE variable (Y 1 )" is accepted.

7) Green Training has positive significant effect on Employee Performance through the OCBE variable
Based on the observation that Green Training that has been carried out by PT. TRU has used the e-learning process which affect the Organization Citizenship Behavior for Environment where employees have voluntary behavior towards the environment so that it can improve the employees performance at PT.TRU. Therefore hypothesis H 7 in this study which states that"GreenTraining (X 2) significantly affects employee performance (Y 2) through OCBE (Y1)" is accepted.

Mediation Effect Test
If the indirect coefficient value is greater than the direct coefficient value 2, it mediates, so that H 6 : Green Recruitment has a positive and significant effect on Employee Performance through OCBE (accepted) and H 7 :Green Training has a positive and significant effect on Employee Performance through OCBE (accepted)

CONCLUSION AND SUGESTION Conclusion
Based on the discussion regarding the Effect of Green Recruitment, and Green Training, on OCBE, and Employee Performance at PT TRU the following conclusions are: 1) Green recruitment, green training, and Organization Citizenship for Behavior (OCBE) positive and significant effect on employee performance. 2) Green recruitment and green training have a positive and significant effect on employee performance through the Organization Citizenship for Behavior (OCBE).

Suggestions
1) The recruitment process can be done by online facilitate of HR management in recruiting employees who have knowledge of managing the environment. Employees who have knowledge about the environment will want to actively participate in activities organized by the company to manage the environment. 2) Good HR management on employee recruitment process creates a job description for candidates who have knowledge in managing the environment to obtain a quality workforce that suits what organization needed. 3) HR Management conducts capacity building in training form on environmental management which can improve employees knowledge and skills in managing the environment. 4) HR management is increasing training on environmental management and evaluating the training that has been done. And there is motivation from management to attend training that has a positive impact on the organization. Training can be done with e-learning methods where employees participate in multimedia simulations or other interactive modules. Training can improve the quality of employee work. 5) HR management should internalize through a coaching program to each unit regarding the importance of managing the environment. This activity can make employees become aware of the environment and employee collaboration will be created to protect the environment. HR management can also hold various activities where all employees are involved in environmental management activities. Activities undertaken can be in the form of CSR to the environment that can enhance the company's image.