This study examines the influence of green employee relations (GER) and
green job positions and descriptions (GJPD) on job pursuit intention (JPI), with
employers’ prestige (PRE) as a mediating variable, among Generation Z in
Yogyakarta, Indonesia. Grounded in Signaling Theory, Social Identity Theory, and
the AMO Framework, seven hypotheses were tested using a quantitative cross-
sectional survey. Primary data were collected from 278 Generation Z respondents
across six higher education institutions in Yogyakarta via a self-administered online
questionnaire. The instrument comprised 18 items adopted from Tang et al. (2018),
Yong et al. (2020), and Highhouse et al. (2003), measured on a five-point Likert
scale. Data were analyzed using PLS-SEM with SmartPLS 4 and bootstrapping at
5,000 subsamples.
All seven hypotheses are supported at p < 0.05. GER positively influences
JPI (β = 0.329) and PRE (β = 0.393), while GJPD positively influences JPI (β =
0.194) and PRE (β = 0.228). PRE is the strongest direct predictor of JPI (β = 0.343).
Both mediation paths constitute complementary partial mediation per Zhao et al.
(2010): GER through PRE (indirect β = 0.135) and GJPD through PRE (indirect β
= 0.078). The model explains 30.9% of variance in PRE and 51.7% in JPI. GER
consistently outperforms GJPD across all pathways, confirming that participatory
green practices generate stronger recruitment responses than formal job description
signals. These findings extend Fernandez & Ganesan (2023) to the Indonesian Gen Z context.