Impact of Green Human Resource Management Practices on Organizational Performance: A Study on Manufacturing Organizations in Bangladesh

Abstract

Manufacturing organizations in developing economies are adopting Green Human Resource Management (GHRM) to achieve environmental and organizational sustainability, driven by climate change, resource scarcity, and pressure from international buyers and regulatory bodies. Drawing on the Ability-Motivation-Opportunity (AMO) framework and the Resource-Based View (RBV), GHRM promotes environment-centric conduct in human resource practices to improve organizational performance. Yet little empirical evidence on the direct impact of specific GHRM practices on organizational performance has been available in the Bangladesh context, especially in the manufacturing sector. This study investigates the direct effects of GHRM practices such as green recruitment, green training, green performance appraisal, and green reward on organizational performance in manufacturing firms in Bangladesh. It adopts a quantitative research design relying on survey data from employees of manufacturing organizations undergoing green transformations in Bangladesh. A total of 150 questionnaires were administered, of which 132 valid responses were retained, a response rate of 88 per cent. Data were analysed using SPSS 27.0 for reliability testing, descriptive statistics, Pearson correlation, and simple linear regression. The results show that GHRM practices are significantly positively correlated with organizational performance, and the regression analysis shows GHRM to be a positive and significant predictor of it. For managers and decision makers, the study recommends coherent bundles of green HR practices rather than stand-alone initiatives. Future research should include longitudinal designs, multilevel modelling, and possible mediating or moderating variables such as green innovation and organizational culture.