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<p>This study examines how green human resource management (GHRM) influences environmental performance (EP) through green innovation (GI) in Bangladesh’s ready-made garment (RMG) industry. Using survey data from 349 employees across 10 Savar EPZ firms and PLS-SEM (SmartPLS 4), the findings indicate that GHRM is positively associated with both EP and GI, and that GI partially mediates the GHRM-EP relationship. The model explains 66% of the variance in GI and 55% of the variance in EP, with acceptable global fit indices (SRMR = 0.078; NFI = 0.891). While the cross-sectional design supports associations rather than causal claims, the findings align with RBV and AMO, indicating that HR-enabled capabilities can advance environmental outcomes through innovation. The study contributes by integrating RBV-AMO perspective in a labour-intensive manufacturing context and provides practical guidance for RMG managers on embedding environmental goals into HR systems through KPI-linked appraisals, training, and reward mechanisms.</p>

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Green human resource management and green innovation as drivers of environmental performance in readymade garment firms

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年6月18日

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  • Md. Rasel Hawlader,
  • Mohammad Rashed Hasan Polas,
  • Ashik Das,
  • Md. Shahbub Alam,
  • S. M. Raihan Uddin,
  • Tawfeeq Hasan,
  • Ovinobo Ghosh Pantho

摘要

This study examines how green human resource management (GHRM) influences environmental performance (EP) through green innovation (GI) in Bangladesh’s ready-made garment (RMG) industry. Using survey data from 349 employees across 10 Savar EPZ firms and PLS-SEM (SmartPLS 4), the findings indicate that GHRM is positively associated with both EP and GI, and that GI partially mediates the GHRM-EP relationship. The model explains 66% of the variance in GI and 55% of the variance in EP, with acceptable global fit indices (SRMR = 0.078; NFI = 0.891). While the cross-sectional design supports associations rather than causal claims, the findings align with RBV and AMO, indicating that HR-enabled capabilities can advance environmental outcomes through innovation. The study contributes by integrating RBV-AMO perspective in a labour-intensive manufacturing context and provides practical guidance for RMG managers on embedding environmental goals into HR systems through KPI-linked appraisals, training, and reward mechanisms.