The Relationship among Perceptions of Green HRM, Green Work Climate, Employee Green Motivation, and Environmental Commitment: The Case of Bangladesh Textile Industry

As global concerns about environmental degradation and climate change intensify, green human resource management (GHRM) has emerged as a crucial strategic approach for organizations that are recognizing the need to align their human resource practices with sustainable, eco-friendly initiatives. In this study, it is proposed that GHRM affects employees’ environmental commitment by fostering a green work climate and enhancing their green motivation. To gather empirical evidence for this proposition, the researchers collected data from 201 Bangladeshi employees working in the textile industry, and conducted statistical analysis using structural equation modeling (SEM). The findings of the study are as follows: First, perceptions of GHRM had significant positive relationships with both perceived green work climate and employee green motivation. Second, perceived green work climate did not have a significant relationship with employee green motivation controlling for perceptions of GHRM. Third, both perceived green work climate and employee green motivation had positive relationships with environmental commitment. Fourth, both perceived green work climate and employee green motivation had significant mediating effects on the GHRM-environmental commitment relationship. Implications and suggestions are presented based on these findings.