How can Employers be Encouraged to Practise Green Behaviour by Green Human Resource Management Techniques? Bangladeshi Student perceptions of Themselves as Potential Employees

Abstract

Purpose: This study aimed to investigate the relationship between Green Human Resource Management (GHRM) practices and employee green behavior(EGB). Specifically, it examined the influence of GHRM practices on both task-related and voluntary green behaviors of prospective employees, while also exploring the mediating role of psychological green climate perception.

Methodology: A questionnaire-based survey was conducted among prospective employees from two universities. The survey comprised four parts: demographic information, GHRM scale, Employee Green Behavior scale, and Psychological Green Climate Perception scale. Data analysis involved statistical tests, includeing factor analysis, reliability and validity tests, correlation analysis, and regression analysis.

Findings: The results indicated a posiive and significant relationship between GHRM practices and EGB. GHRM practices were found to have a stronger impact on voluntary green behavior compared to task-related green behavior. Among the GHRM practices, green training and development (GTD) had the greatest influence on voluntary behavior, while both green training and development and green recruitment and selection (GRS) had significant influences on task-related behavior. Furthermore, the study revealed that psychological green climate perception partially mediated the relationship between GHRM practices and EGB.

Originality/Value: This study contributes to the existing literature by examining the influence of GHRM practices on EGB, specifically differentiating between task-related and voluntary behaviors. The inclusion of psychological green climate perception as a mediator adds a novel perspective to understanding the underlying mechanisms through which GHRM practices influence employee behaviors.