Article Sidebar

Submitted
January 6, 2026
Accepted
April 8, 2026
Published
July 15, 2026
Download
PDF
Statistic
Read Counter : 0 Download : 0

Downloads

Download data is not yet available.

Main Article Content

Abstract

Generation Z is recognized for its high level of environmental awareness, which shapes how they evaluate potential employers and respond to organizations that demonstrate sustainability commitments. This study examines the role of green recruitment (GR) in influencing job pursuit intention (JPI) among Generation Z in Indonesia by drawing on social identity theory and signaling theory. Specifically, the study investigates whether corporate social responsibility (CSR) and organizational prestige (OP) mediate the effect of GR on JPI. Using a sample of 106 Generation Z respondents, the data were analyzed using SmartPLS 3.0 to test seven proposed hypotheses. The results show that GR significantly enhances perceptions of CSR and OP, but it does not directly influence JPI. OP was found to have a positive effect on JPI, although it does not mediate the relationship between GR and JPI. Conversely, CSR serves as a significant mediator between GR and JPI, indicating that Generation Z job seekers respond more strongly to organizations that demonstrate genuine CSR engagement. However, CSR itself does not exhibit a direct significant effect on JPI, suggesting that applicants may prioritize organizations’ more concrete and visible attributes. Overall, the findings emphasize the important mediating role of CSR compared to OP and underscore the need for organizations to implement strategic GR practices that strengthen sustainability perceptions and enhance employer attractiveness. These insights provide practical guidance for organizations seeking to design recruitment strategies that are both effective and environmentally responsible.

Keywords

Green recruitment CSR organizational prestige job pursuit intention

Article Details

License

Copyright (c) 2026 Diah Retno Wulandaru, Zaqiah Vivi Putri, Syafika Dhea Taqiya Ramadhani

Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

Authors who publish with this journal agree to the following terms:

  1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
  2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
  3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
How to Cite
Wulandaru, D. R., Putri, Z. V., & Ramadhani, S. D. T. . (2026). The role of CSR and prestige in linking green recruitment to job pursuit intentions. Asian Management and Business Review, 6(2), 404–421. https://doi.org/10.20885/AMBR.vol6.iss2.art7
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Akisik, O., & Gal, G. (2017). The impact of corporate social responsibility and internal controls on stakeholders’ view of the firm and financial performance. Sustainability Accounting, Management and Policy Journal, 8(3), 246–280. https://doi.org/10.1108/SAMPJ-06-2015-0044
  2. Awa, H. O., Etim, W., & Ogbonda, E. (2024). Stakeholders, stakeholder theory and corporate social responsibility (CSR). International Journal of Corporate Social Responsibility, 9: Article e11. https://doi.org/10.1186/s40991-024-00094-y
  3. Behre, B., & Cauberghe, V. (2025). Signaling sustainability in online fashion consumption: the role of credibility induced by certification labels. Cleaner and Responsible Consumption, 17: Article e100287. https://doi.org/10.1016/j.clrc.2025.100287
  4. Boğan, E., Dedeoğlu, B. B., Batman, O., & Yıldırgan, R. (2020). Exploring the predictors of prospective employees’ job pursuit intention in Muslim-friendly hotels. Tourism Management Perspectives, 34: Article e100663. https://doi.org/10.1016/j.tmp.2020.100663
  5. Carballo‐Penela, A., Ruzo‐Sanmartín, E., & Sousa, C. M. (2023). Does business commitment to sustainability increase job seekers’ perceptions of organisational attractiveness? the role of organisational prestige and cultural masculinity. Business Strategy and the Environment, 32(8), 5521–5535. https://doi.org/10.1002/bse.3434
  6. Carson, J. E., & Westerman, J. W. (2023). The effectiveness of organizational sustainability messaging to new hires: an exploratory analysis of signal cost, perceived credibility, and involvement intention. Sustainability, 15(2): Article e1167. https://doi.org/10.3390/su15021167
  7. Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109–122. https://doi.org/10.1016/j.resconrec.2018.10.006
  8. Chaudhary, R. (2019). Green human resource management and job pursuit intention: examining the underlying processes. Corporate Social Responsibility and Environmental Management, 26(4), 929–937. https://doi.org/10.1002/csr.1732
  9. Chawla, P. (2020). Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit. Industrial and Commercial Training, 52(1), 35–49. https://doi.org/10.1108/ICT-06-2019-0063
  10. Cheng, P., Jiang, J., & Liu, Z. (2022). The influence of perceived external prestige on emotional labor of frontline employees. International Journal of Environmental Research and Public Health, 19(17): Article e10778. https://doi.org/10.3390/ijerph191710778
  11. Choudhary, S., Mishra, K., & Budhwar, P. (2026). Making your CSR message effective. Journal of Business Research, 205: Article e115905. https://doi.org/10.1016/j.jbusres.2025.115905
  12. Coelho, M. P., Cesário, F., Sabino, A., & Moreira, A. (2022). Pro-environmental messages in job advertisements and the intentions to apply—the mediating role of organizational attractiveness. Sustainability, 14(5): Article e3014. https://doi.org/10.3390/su14053014
  13. Damoah, O. B. O. (2025). The mediating role of employer attractiveness and prestige on the relationship between green recruitment and job pursuit intention in Ghana. Evidence-based HRM: A Global Forum for Empirical Scholarship, 13(2), 284–298. https://doi.org/10.1108/EBHRM-05-2022-0129
  14. DePatie, T. P., Nolan, K. P., Billotti, B., & Ha, J. (2024). Navigating misfit feedback: the role of organizational prestige in early-stage recruitment. Corporate Reputation Review, 29, 1–17. https://doi.org/10.1057/s41299-024-00188-0
  15. Deloitte. (2025). 2025 Gen Z and Millennial Survey. Deloitte Touche Tohmatsu Limited. Retrieved from https://www.deloitte.com/content/dam/assets-shared/docs/campaigns/2025/2025-genz-millennial-survey.pdf
  16. Devina, M., Retno Astrini, M., & Syaebani, M. I. (2016). Employer branding strategies effects on job pursuit intention of business school undergraduates. Journal of Entrepreneurship, Business and Economics, 4(2), 1–39. https://www.airitilibrary.com/Article/Detail?DocID=P20161006001-201612-201610270022-201610270022-1-39
  17. Djafarova, E., & Foots, S. (2022). Exploring ethical consumption of generation Z: theory of planned behaviour. Young Consumers: Insight and Ideas for Responsible Marketers, 23(3), 413–431. https://doi.org/10.1108/YC-10-2021-1405
  18. Donia, M. B., Ronen, S., Tetrault Sirsly, C. A., & Bonaccio, S. (2019). CSR by any other name? the differential impact of substantive and symbolic CSR attributions on employee outcomes. Journal of Business Ethics, 157, 503–523. https://doi.org/10.1007/s10551-017-3673-5
  19. Dutta, D., & Mishra, S. K. (2021). Are women from Venus? a mixed-method study determining important predictors of job pursuit intention across gender groups. Equality, Diversity and Inclusion, 40(6), 708–736. https://doi.org/10.1108/EDI-03-2020-0059
  20. Fraj‐Andrés, E., López‐Pérez, M. E., Melero‐Polo, I., & Vázquez‐Carrasco, R. (2012). Company image and corporate social responsibility: reflecting with SMEs’ managers. Marketing Intelligence & Planning, 30(2), 266-280.https://doi.org/10.1108/02634501211212019
  21. Freitas, W. R. D. S., Caldeira-Oliveira, J. H., Teixeira, A. A., Stefanelli, N. O., & Teixeira, T. B. (2020). Green human resource management and corporate social responsibility. Benchmarking: An International Journal, 27(4), 1551–1569. https://doi.org/10.1108/BIJ-12-2019-0543
  22. Ghouri, A. M., Mani, V., Khan, M. R., Khan, N. R., & Srivastava, A. P. (2020). Enhancing business performance through green human resource management practices: an empirical evidence from Malaysian manufacturing industry. International Journal of Productivity and Performance Management, 69(8), 1585–1607. https://doi.org/10.1108/IJPPM-11-2019-0520
  23. Ghorbanzadeh, D., Radhakrishnan, L. C., Prasad, K. D. V., Alkhayet, A., Yajid, M. S. A., & Dhaliwal, A. S. (2026). Enhancing intentions to apply for job through social media: the mediating role of employer attractiveness and person-organization fit. Asia-Pacific Journal of Business Administration, 18(1), 151–169. https://doi.org/10.1108/APJBA-11-2024-0619
  24. Gkorezis, P., Mylonas, N., & Petridou, E. (2011). The effect of perceived external prestige on Greek public employees’ organizational identification: gender as a moderator. Gender in Management: An International Journal, 26(8), 550–560. https://doi.org/10.1108/17542411111183875
  25. Guerci, M., Montanari, F., Scapolan, A., & Epifanio, A. (2016). Green and nongreen recruitment practices for attracting job applicants: exploring independent and interactive effects. The International Journal of Human Resource Management, 27(2), 129–150. https://doi.org/10.1080/09585192.2015.1062040
  26. Guillot‐Soulez, C., Saint‐Onge, S., & Soulez, S. (2022). Green certification and organizational attractiveness: the moderating role of firm ownership. Corporate Social Responsibility and Environmental Management, 29(1), 189–199. https://doi.org/10.1002/csr.2194
  27. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (2nd ed.). Sage Publications.
  28. Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
  29. Hameed, R., Mahmood, A., & Shoaib, M. (2022). The role of green human resource practices in fostering green corporate social responsibility. Frontiers in Psychology, 13: Article e792343. https://doi.org/10.3389/fpsyg.2022.792343
  30. Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986–1001. https://doi.org/10.1177/0013164403258403
  31. Hollstein, A. S., Schade, M., Kanitz, C., & Burmann, C. (2025). Identification as a sword in the war for talent: understanding organizational identification through a prospective employee lens. Psychology & Marketing, 42(4), 955–969. https://doi.org/10.1002/mar.22160
  32. Huang, J. C. (2022). Effects of person-organization fit objective feedback and subjective perception on organizational attractiveness in online recruitment. Personnel Review, 51(4), 1262–1276. https://doi.org/10.1108/PR-06-2020-0449
  33. Jamil, S., Zaman, S. I., Kayikci, Y., & Khan, S. A. (2023). The role of green recruitment on organizational sustainability performance: a study within the context of green human resource management. Sustainability, 15(21): Article e15567. https://doi.org/10.3390/su152115567
  34. Khan, M. H., & Noorizwan Muktar, S. (2020). Mediating role of organizational attractiveness on the relationship between green recruitment and job pursuit intention. Cogent Business & Management, 7(1): Article e1832811. https://doi.org/10.1080/23311975.2020.1832811
  35. Loi, R., Chan, K. W., & Lam, L. W. (2014). Leader–member exchange, organizational identification, and job satisfaction: a social identity perspective. Journal of Occupational and Organizational Psychology, 87(1), 42-61. https://doi.org/10.1111/joop.12028
  36. Marques-Mendes, A., & Santos, M. J. (2016). Strategic CSR: an integrative model for analysis. Social Responsibility Journal, 12(2), 363–381. https://doi.org/10.1108/SRJ-04-2015-0055
  37. Martins, J. M., Aftab, H., Mata, M. N., Majeed, M. U., Aslam, S., Correia, A. B., & Mata, P. N. (2021). Assessing the impact of green hiring on sustainable performance: mediating role of green performance management and compensation. International Journal of Environmental Research and Public Health, 18(11): Article e5654. https://doi.org/10.3390/ijerph18115654
  38. Memis, S., & Yildiz, R. O. (2026). Green human resource management: a hybrid soft decision-making approach. Management Decision, 1-58. https://doi.org/10.1108/MD-06-2025-1700
  39. Mohr, L. A., & Webb, D. J. (2005). The effects of corporate social responsibility and price on consumer responses. Journal of Consumer Affairs, 39(1), 121–147. https://doi.org/10.1111/j.1745-6606.2005.00006.x
  40. Moorthy, K., Ai Na, S., Wei Yee, C., Yi Xian, C., Tian Jin, O., Sook Mun, T., & Shu Shan, W. (2017). Influence of corporate social responsibility in job pursuit intention among prospective employees in Malaysia. International Journal of Law and Management, 59(6), 1159–1180. https://doi.org/10.1108/IJLMA-07-2016-0062
  41. Mutonyi, B. R., Slåtten, T., Lien, G., & González-Piñero, M. (2022). The impact of organizational culture and leadership climate on organizational attractiveness and innovative behavior: a study of Norwegian hospital employees. BMC Health Services Research, 22: Article e637. https://doi.org/10.1186/s12913-022-08042-x
  42. Ostic, D., Qalati, S. A., Barbosa, B., Shah, S. M. M., Galvan Vela, E., Herzallah, A. M., & Liu, F. (2021). Effects of social media use on psychological well-being: a mediated model. Frontiers in Psychology, 12: Article e678766. https://doi.org/10.3389/fpsyg.2021.678766
  43. Peña-González, K., Nazar, G., & Alcover, C. M. (2021). The mediating role of organizational identification in the relation between organizational social capital, perceived organizational prestige, perceived employability and career satisfaction. The Spanish Journal of Psychology, 24, e22. https://doi.org/10.1017/SJP.2021.24
  44. Pham, D. D. T., & Paillé, P. (2020). Green recruitment and selection: an insight into green patterns. International Journal of Manpower, 41(3), 258–272. https://doi.org/10.1108/IJM-05-2018-0155
  45. Phillips, J. M., & Gully, S. M. (2015). Multilevel and strategic recruiting: where have we been, where can we go from here?. Journal of Management, 41(5), 1416–1445. https://doi.org/10.1177/0149206315582248
  46. Rekha, K. N., Navaneethakrishnan, K., & Seethalakshmi, R. (2026). Eco-friendly talent acquisition: strategic green recruitment and selection for long-term organizational success. In Kaur, J. (Ed.), Eco-HR: Integrating Sustainability into Workforce Management. https://doi.org/10.1108/978-1-83708-660-320261008
  47. Ren, S., Tang, G., & Jackson, S. E. (2018).Green human resource management research in emergence: a review and future directions. Asia Pacific Journal of Management, 35(3), 769–803. https://doi.org/10.1007/s10490-017-9532-1
  48. Scheidler, S., Edinger-Schons, L. M., Spanjol, J., & Wieseke, J. (2019). Scrooge posing as mother teresa: how hypocritical social responsibility strategies hurt employees and firms. Journal of Business Ethics, 157, 339–358. https://doi.org/10.1007/s10551-018-3788-3
  49. Sharma, R., & Tanwar, K. (2023). Organisation pursuit intention through perceived employer brand, person organisation fit and perceived organisational prestige. Corporate Reputation Review, 26, 33–53. https://doi.org/10.1057/s41299-021-00132-6
  50. Singh, K., Abraham, R., Yadav, J., Agrawal, A. K., & Kolar, P. (2023). Linking CSR and organizational performance: the intervening role of sustainability risk management and organizational reputation. Social Responsibility Journal, 19(10), 1830–1851. https://doi.org/10.1108/SRJ-07-2022-0309
  51. Siltaloppi, J., Rajala, R., & Hietala, H. (2021). Integrating CSR with business strategy: a tension management perspective. Journal of Business Ethics, 174, 507–527. https://doi.org/10.1007/s10551-020-04569-3
  52. Song, B. L., Liew, C. Y., Tee, P. K., & Wong, L. C. (2024). Corporate social responsibility and job pursuit intention: the role of job seekers’ perception on employer prosocial orientation, value congruence and employer attractiveness. Social Responsibility Journal, 20(9), 1809-1831.https://doi.org/10.1108/SRJ-04-2023-0235
  53. Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The Social Psychology of Intergroup Relations (pp. 33–47). Brooks/Cole.
  54. Tang, G., Chen, Y., Jiang, Y., Paillé, P., & Jia, J. (2018). Green human resource management practices: scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31-55. https://doi.org/10.1111/1744-7941.12147
  55. Tamvada, M. (2020). Corporate social responsibility and accountability: a new theoretical foundation for regulating CSR. International Journal of Corporate Social Responsibility, 5: Article e2. https://doi.org/10.1186/s40991-019-0045-8
  56. Tsai, Y. H., Lin, C. P., Ma, H. C., & Wang, R. T. (2015). Modeling corporate social performance and job pursuit intention: forecasting the job change of professionals in technology industry. Technological Forecasting and Social Change, 99, 14-21. https://doi.org/10.1016/j.techfore.2015.06.026
  57. Umrani, W. A., Channa, N. A., Ahmed, U., Syed, J., Pahi, M. H., & Ramayah, T. (2022). The laws of attraction: role of green human resources, culture and environmental performance in the hospitality sector. International Journal of Hospitality Management, 103: Article e103222. https://doi.org/10.1016/j.ijhm.2022.103222
  58. Vieira, J., Gomes da Costa, C., & Santos, V. (2024). Talent management and generation Z: a systematic literature review through the lens of employer branding. Administrative Sciences, 14(3): Article e49. https://doi.org/10.3390/admsci14030049
  59. Wang, Q., Gazi, M. A. I., Sobhani, F. A., Masud, A. A., Islam, M. A., & Akter, T. (2023). Green human resource management and job pursuit intention: mediating role of corporate social responsibility and organizational reputation. Environmental Research Communications, 5(7): Article e075001. https://doi.org/10.1088/2515-7620/acda81
  60. Younis, R. A. A., & Hammad, R. (2021). Employer image, corporate image and organizational attractiveness: the moderating role of social identity consciousness. Personnel Review, 50(1), 244-263. https://doi.org/10.1108/PR-02-2019-0058
  61. Zaid, A. A., Jaaron, A. A., & Bon, A. T. (2018). The impact of green human resource management and green supply chain management practices on sustainable performance: an empirical study. Journal of Cleaner Production, 204, 965-979. https://doi.org/10.1016/j.jclepro.2018.09.062
  62. Zhao, J., Liu, H., & Sun, W. (2020). How proactive environmental strategy facilitates environmental reputation: roles of green human resource management and discretionary slack. Sustainability, 12(3): Article e763. https://doi.org/10.3390/su12030763