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Green Human Resource Management Practices for Attaining

Environmental Sustainability: A Case Study of Selected Business
Enterprises in Bangladesh

Article · December 2020

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ISSN 2413-3116 The Comilla University Journal of Business Studies
Volume 7 Number 1

Green Human Resource Management Practices for Attaining

Environmental Sustainability: A Case Study of Selected
Business Enterprises in Bangladesh

*Mohammad Ahsan Ullah

**Mohammed Rafiqul Islam
***Rebaka Sultana

Abstract: The primary purpose of this research is to analyze the

influence of green human resource management practices on
environmental sustainability performed in various organizations in
Bangladesh. Organizations are giving more emphasis on financial
profits, but they should be concerned for the impacts at their attaining
environmental sustainability. To handle this crack, the present study
allows a taxonomical literature review. The study analyzed different
factors affecting environmental sustainability in the organizations. The
total 200 responses have been drawn from 20 industries in Bangladesh.
Factor analysis is presented to get the significant components which
increment environmental sustainability. The determination of this
inquiry divided into seven factors like green culture, green job design
and analysis, green recruitment and selection, green training and
development, green performance appraisal, green reward and
compensation, green promotion and motivation that have a momentous
influence on environmental sustainability. Similarly, it was also
revealed that green performance appraisal should be developed for
environmental sustainability. The study advised the employers,
employees, policy makers, BGMEA, BKMEA, entrepreneurs and
investors to focus on key variables of green HRM affecting the
environmental sustainability of the organizations of Bangladesh.
Keywords: Green HRM, Awareness, Sustainable Environment,
Garments Industry of Bangladesh.

1.0 Introduction
Green Human Resource Management (GHRM) is a vital subsidiary in several
organizations to accomplish environmental sustainability. This is a new and
innovative term in many organizations and basically those in the emerging
* Professor, Department of Management Studies, Comilla University, Cumilla-3506
** Lecturer, Department of Management, Jatiya Kabi Kazi Nazrul Islam University, Trishal, Mymensingh-2220
*** Lecturer, Department of Business Administration, Bangladesh Army International University of Science and
Technology (BAIUST), Cumilla Cantonment, Cumilla.

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countries. Though more strength and initiative are needed to implement green
concept in the organization, organizations have already encompassed this concept
and have been using it in the HR activities. The key HRM activities generally
include HR planning, recruitment, selection, induction, training and development,
performance appraisal, compensation and rewards etc. As we are becoming more
bourgeois and affluence oriented, on the whole we are supervising the environment
sustainability by consuming or declining our natural resources. By examining of
global situation give more urgency to the issue of green and employing several
strategies as well as methods to assure the social, economic and most especially the
environment sustainability. It is involved with fulfilling the desires of present
community to cover up compromising evidence of forthcoming genesis to run up
against their own needs. Currently organizations recognize that they should raise
more social awareness and green initiatives as soon as possible. As human resources
are the key for organizations, the HR functions will turn out the torch bearer of
environmental sustainability within the organization upholding its appropriate
applications and methods. The ultimate consequences of this appropriate learning is
to guidelines for green practitioners, so far multiple balance of sustainable
environment can be achieved by managers’ further knowledge and skills
development.
2.0 Rationale of the Study
Green HRM is emerging as an important thrust area for management having an
enormous impact on people issues in an organization. In the past, sound economic
performance of the firm was expected to guarantee corporate success by companies
and its shareholders, but now it is no longer valid; economic and financial outcomes
need to be accompanied by minimization of ecological footprints and increased
attention to social and environmental aspects. Therefore, the new strategic issue,
corporate environmentalism or green management emerged in 1990s and became a
popular slogan internationally in 2000s (Lee, 2009). This concept becomes a
strategic dominant issue for businesses, especially multinational enterprises
operating their business globally (Sudin, 2011). The concept of green firms is new to
Bangladesh. But within a short time, many green firms have been established
throughout the country. It involves undertaking environment-friendly HRM
initiatives resulting in greater efficiencies, lower costs and better employee
engagement and retention which, in turn, help organizations. Its initiatives help
companies in finding alternative ways to cut costs without losing their top talent and
promote sustainable business practices. It may help the employers in building brand

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image and reputation. Green HRM will make employees and society members
aware of the utilization of natural resources more economically and encourage eco-
friendly products. Business firms play a key role in the issues of environmental
management since they are part of our society and cannot be isolated from the
environment, and in fact, they contribute most of the carbon footprints in the past
(Liu, 2010). Hence, the study on green human resource management practices in
Bangladesh for attaining environmental sustainability is the crying need of the day.
3.0 Objectives of the Study
The main objective of the study is to evaluate the influence of green HRM practices
in attaining environmental sustainability. The specific objectives are as follows:
1. To explore relationship between the relevant factors of green HRM and
environmental sustainability;
2. To examine various HR activities influencing environmental sustainability
based on the perceptions of people involved with the enterprises under
study ; and
3. To provide suggestions and policy implications for earning sustainable
environment at the workplace.
4.0 Literature Review
In 1996, Sir Wehrmeyer proposed to initiate his book by the notion of Green HRM,
where he states GHRM as the procedure for using human resources to stimulate the
sustainable use of resources within organizations and more importantly stimulates
environmental sustainability (Marhatta & Adhikari, 2013). Environment
neighborly practices and maintenance of human capital are the significant
components of GHRM. Mathapati (2013) stated in his research that GHRM is a
process for creating green workplace for practicing and maintaining green initiative
all over the human resource management process. Siyambalapitiya et al. (2018)
defined eight authentic dimensions of Green HRM including Green HRM activities
and practices, green recruitment, green selection, green training and development,
green compensation and rewards, green performance evaluation, green employee
relations and green grievances handling. Shah (2019) revealed seven dimensions of
GHRM in his study that green job design; green recruitment and selection; green
training and development; green performance management; green compensation
management; green health and safety; and green labor relations. As The Green HRM
literature has taken more attention in the developed countries especially in a western

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one and an importance to reduce the gap has imposed the Asian countries for better
environment management (Renwick, Redman, & Maguire, 2013). In Bangladesh,
Green Human Resources Management (GHRM) is a correlative modern concept for
academicians, professionals, intellectuals and the majority of people who are not
enough conscious about this concept. We proposed that GHRM can be an important
determinant for environmental sustainability of companies. It is affected by
different variables. In this study, the researcher has tried to introduce some relating
factors that affecting environmental sustainability in the organizations and covered
the following areas.
4.1 Green Culture
It is the state of requiring help for an organization to insert some rudiments and
instructions on to its green organizational culture through gradual appraisal. Only
raising consciousness with taking GHRM initiatives, is not certainly enough in
accomplishing the green concept. A green culture should be established in the daily
activities for harvesting the fruits in the environment. Asmui, Mokhtar, Musa, and
Hussin (2016) concise that green culture and organizational commitment are two
key instruments that different organizations must fathom in order for them to stand
sustainable. This will also collaboration such organizations to recognize the
appropriate methods to apply the need to sustain the green culture of assuring that
the employees are performed to the green persuasive and concentration towards the
acquisition of the set green goals.
H1: There is a significant relationship between green culture and environmental
sustainability.
4.2 Green Job Design & Analysis
Sharma & Gupta (2015), summarized that GHRM includes human resource
management activities to increase consciousness and assurance of workers
proximate to the environmental sustainability concerns. Bangwal & Tiwari (2015)
stated that environmental sustainability depends on addition of tasks connected to
environmental preservation in job descriptions, collection to green capabilities as a
portion of a fitness profile for every situation, source of vacancy being the cause for
environmental management. Cherian and Jacob (2012) pointed out those
organizations as give more priorities to the eco of greening HR activities feasibly
more efficient and profitable by showing positive performance. In addition, those
companies are not inclusive their workers in greening activities may face lack of
efficiency to their eco-friendly representation (Renwick et al., 2013). Job

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description should take cognizance of tasks of health and safety and several
concerned roles affecting that environment.
H2: There is a significant relationship between green job design & analysis and
environmental sustainability.
4.3 Green Recruitment & Selection
In the struggle of genius, rubbing excellent staff is a major HR pride and challenge
now-a-days. It appears that some employers are accepting GHRM activities as a
structure of promoting a company apropos to promote their elimination desirability
for a progressively environment conscious generation (Ehnert, 2009). Building an
image as an environment friendly proprietor is one of the greatest tactics for rubbing
new genius so that recruitment and selection activities is the main to assuring
efficient environmental management (Deepika and Karpagam, 2016). Green
recruitment and selection has three sub elements such as probable employees’ green
responsiveness, green employer stigmatization and green standard (Tang et al.,
2018). Gholami et al. (2016) thought that recruiting employees with higher
environmental skills can ensure the high level of environment friendly performance.
Though green recruitment has not any specific explanation but in some way it
indicates recruitment except the practice of document that lessens the
environmental effect.
H3: There is a significant relationship between green recruitment & selection and
environmental sustainability.
4.4 Training & Development
Green training and development practices prepare employees experienced of
various issues of environment including waste regulation and recycling and help
them being prepared to tackle environmental issues. Training and development is a
procedure to develop employee’s proficiency and experience that connected to
tangible obligate proficiencies and environmental training also parry collapse of
environmental arrangement techniques, learning and attitudes (Zoogah 2011).
Moreover, green training can help employees to civilize the customers concerning
the usefulness entity aware of environment and buying green products (Saturnino
Neto et al., 2014). They also stated in their research that the green training has a
grand force on the construction of effective green management manner. Seminars,
symposium and workshops should be included with the training and development
projects to acquire learning and skills on environmental sustainability.

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H4: There is a significant relationship between green training & development and
environmental sustainability.
4.5 Performance Appraisal
Green performance management comprises of affairs associated to environmental
management concerns and organizational penetration (Renwick et al., 2013). When
performance evaluation is directly connected with the green goals, objectives, tasks
and employees job description in this case organization can endure environment
(Mandip, 2012; Renwick et al., 2013). At present reputed companies are trying to
deal with the issues of performance management by establishing standards, green
audit and green intelligence system to make important data on environmental
performance (Mandip, 2012). Mehta and Chugan (2015) pointed out the grand
scheme about green celebration are introducing and add advantageous package to
employee compensation system especially for those who portray environment
friendly behavior.
H5: There is a significant relationship between green performance appraisal and
environmental sustainability.
4.6 Rewards & Compensation
Forman and Jorgensen (2001) recognized that the worker motivation was provoked
into the environmental sustainability when they were rewarded for taking
environmental initiatives. Similarly, Taylor et al., (1992) has committed practice
where he explored that the company’s obligate green premium to their employees
for their representation were farther motivated to simulate the green activities. To
encourage green initiatives organization can give rewards to the employees so that
they come up with modern extravagance management and retrenchment concept.
Rewards are causes that may be used to encourage employees to be environmentally
responsible (Daily et al., 2008). Moreover, (Deshwal, 2015) added that
compensation packages should as well be modified to benefit the employees with
green skill acquisition and achievement.
H6: There is a significant relationship between green rewards & compensation and
environmental sustainability.
4.7 Promotion & Motivation
GHRM helps environment favorable functions by fascinating employees in greener
functions (Kapil, 2015). Green employee empowerment is the central of improving
an organization’s result, where employees are encouraged to investigate green goals

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further practically and expeditiously (Tariq et al., 2016). Applying green concept in
HR activities may result more efficiency in the work, reduce production cost,
minimize wastage and create a better work environment that may support the
organization to drive the business with a sustainable motive (Dutta, 2012). It
improves employee courage, lessen labor tumble, stretch out human genius, creates
company icon, enhances external and internal attribute of an association, promotes
friendship with stakeholders, alleviate price, simplify swelling development and
provides competitor conveniences (Deshwal, 2015). In case of green job
performance it is highlighted that the employees are pleased with green rewards and
help to prove green practices and green performance (Lawler at all, 2008).
H7 : There is a significant relationship between green promotion & motivation and
environmental sustainability.

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5.2 Proposed Conceptual Framework

Source: Developed by the Researchers (2020)

6.0 Research Methodology

6.1 Research Model/Design
For this descriptive research design two methods can be employed; survey and
observation (Malhotra, 2008). Survey method was used for this study to take out
primary data from the respondents through a formed questionnaire. Several
secondary sources were used for promoting the acumens of this record, where as
articles revealed in several magazines, treatises, assignments, conference papers
and internets.
6.2 Sample Size and Sampling Techniques
6.2.1 Target Population
The demography of the lesson trust into industries laborers, who are engaged in the
several industries like Telecom system, Pecuniary institutions, Medical drugs,
Readymade garments, Information Technology, Constructing, Lander property etc.
were selected from Cumilla and Dhaka region.

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6.2.2 Sample Size

Kotler et al. (2001) argues that well-chosen samples of about 30-40% of a
population can often give good reliable findings. Based on this, the sample consists
of 200 industry employees. It is immensely stubborn for the researchers to approach
each industry of the chosen areas. Consequently, 20 suitable industries have been
chosen and included in the sample.
6.3 Questionnaire and Measurement Drivers
Data have been collected though a structured questionnaire. The questionnaire
consists of two parts. Personal details covering gender, age, designation,
educational qualification and job experience. General portion of the questionnaire
corresponds of questions focusing on green human resources management practices
affecting environmental sustainability. The questionnaire applied a five-point Likert
scale (where 1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree and 5 =
Strongly Agree) to measure a degree of agreement or disagreement with each of a
sequence of statements related to environmental sustainability (Malhotra, 2008).
The survey conducted from February 2019 to February 2020.
6.4 Data Collection and Analysis Techniques
5.4.1 Data Collection Procedure
The data composition period was very troublesome for the researchers. The
researchers allotted the questionnaire to 300 respondents notwithstanding the
researcher has been capable to collect an answer from 200 respondents. And a pilot
survey dealing with 30 respondents in order to examine the credibility of the
questionnaire and to eliminate the obscurity.
5.4.2 Data Analysis Techniques
Methodically to analyze the data, factor analysis was applied to find out the factors
that play vital role in enhancing environmental sustainability. Frequency
distribution and percentages were used to identify the demographic characteristics
of employees. After talking out the data, reliability test has been move to trial the
intimate consistency of the data. Correlation test has been performed in account of
measure how different variables are correlated with each other. In addition, multiple
regression technique was engaged to determine the relevance between
environmental sustainability (dependent variable) and the independent variables.
Statistical Package for the Social Sciences (SPSS) 20 version was employed to
analyze the data. The following regression model was proposed based on review of
literature.

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The intimate consistency credibility of the research measure is exhibited in Table-

01, contrariwise the Cronbach’s Alpha for Green Culture (0.762), Green Job Design
& Analysis (0.678), Green Recruitment & Selection (0.677), Green Training &
Development (0.707), Green Performance Appraisal (0.654), Green Rewards&
Compensation (0.673), Green Promotion & Motivation (0.668) and Overall
Environmental Sustainability (0.750) satisfied the criteria and introducing that
variables are apprehended to be intimate consistent as alpha value are supreme than
0.650. This exposed dynamic interrelations between the indicatives and the attached
factors.

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7.2 Descriptive Statistics

Respondent’s profile was reported in percentages value. Green HRM practices
affecting environmental sustainability containing twenty five factors were
presented by Descriptive statistics.

7.3 Factor Analysis

Factor analysis was used to apprehend the fabricate probity. More especially, the
practice applied an experimental factor analysis to ascertain the formation of the
dormant variables. For producing factor analysis, principle component analysis
(PCA) was extended. Principle component analysis (PCA) with varimax rotation
methods has been used to prescribe factor degrees and as per this standard factor
having eigen values or latent root higher than 1.0 are deliberated effective. In order

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to accomplish the scope of factor analysis various statistical report were audited.
Kaiser-Meyer-Olkin (KMO) magnitude of model harmony is one of them. The
minimal adoptable value of KMO is 0.50 or above indicates that data seems suitable
for factor resolution revealed by (Hair, Anderson, Tatham and Black, 1998).
Pursuant to Hair et al. (1998) for factor loadings, the ground rule is that factors
loading value greater than 0.50 is considered as sufficient.

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9.0 Conclusion and Suggestions

At present, organizations attempt to emphasize on benefit maximization and
environmental commitment simultaneously. In the present world, organizations
having mass attention to environment has superior recognition in community. The
idea of green HRM is still new but organizations have already started understanding
the significance of these green activities. Multiplicities of employees render
services to the organizations willing to go green and exercises green HRM. Actually
the results of GHRM activities are multifaceted and need continuous checking to
identify their possible effects on HRM practices. The lesson also reveals that,
selecting GHRM candidates and their sharings perform important roles in
enhancing organizational sustainability by centering upon spoiling management,
reusing, maintaining hygiene and safety standards, completing learning from
training scruples and improving environment friendly association learning. The
record centers upon the engagement of HR in green initiative activities, improving
training and development and sustainability. The study indicates that HR is staving
off fascinating the employees for performing the Green HR persuasive. It creates a
sentiment of ethic and loyalty within the employees towards the association
sustainability which has also favor in employee recruitment and receptivity. The
posterior of Green HRM appears more promising in close posterior with the yoking
of employees, management and stakeholders. Green HRM manners are very
rigorous for sorting and sustain green employees for modern seasoning and
sentiment as green employees. The companies cannot attain sustainable and
environment friendly perfection except appropriate green HRM activities. To
improve the Green human resource management activities, state should include
Green human resource management exercise in Bangladesh labor law likewise
indorses the firms who apply green HRM. Over and above, Universities should
inaugurate green HRM in their curriculum. Moreover, associations should reveal

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strategic human resource management policy depend on Green HRM notion,

particularly flourish green employee in the association. The recent learning entails
an appraisal of restrictions along with the sample size, sheltering usually gender
partiality.
Out of this study leading depend on the Likert-scale. Consequently, there are sharp
feasibility of biasness with the central tendency, acquiescence and social incapacity.
Ultimately, this questionnaire was applied only some generic province that may not
outturn the extreme picture of the green HRM practices of Bangladesh. The findings
show that majority of the respondents understand the concept of Green HRM though
the practices of Green HRM in Bangladesh is ineffectual. Receiving the current
learning as a way-out for the research in the ground of Green HRM, if the
researchers regard judgment other degree of the Green HRM and used in several
countries’ environment then posterior research will be immensely adjuvant for the
whole globe.

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