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<p>This study examines how employee engagement functions as a mediator between worker productivity and Green Human Resource Management (GHRM) practices in Bangladesh's industrial industry. We used a web-based, structured questionnaire to survey 401 workers from different companies. Comprehensive research using structural equation modeling showed that GHRM significantly improves employee engagement (<i>p</i> &lt; 0.05, <i>β</i> = 0.154), which in turn boosts worker productivity (<i>β</i> = 0.281). Additionally, the association between GHRM and productivity is significantly mediated by employee engagement (<i>p</i> &lt; 0.05), suggesting that engaged employees are more productive in companies that implement GHRM practices. This study emphasizes the usefulness of implementing GHRM practices for manufacturing managers in order to cultivate a motivated and effective workforce. Using the Ability, Motivation, and Opportunity (A-M-O) Theory, this study offers insights applicable to comparable situations around the world and advances our understanding of how sustainable HR practices can address issues in a Bangladeshi manufacturing sector.</p> Graphical abstract <p></p>

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Integrating green HRM for productivity and sustainability: green innovation, engagement and pro-environmental behavior as key mediators

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年2月25日

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  • Mohammad Fakhrul Islam,
  • Abdullah Al Masud,
  • Md. Emon,
  • Razuan Ahmed Shuvro,
  • Mohammad Toriqul Islam Jony,
  • Tania Akter

摘要

This study examines how employee engagement functions as a mediator between worker productivity and Green Human Resource Management (GHRM) practices in Bangladesh's industrial industry. We used a web-based, structured questionnaire to survey 401 workers from different companies. Comprehensive research using structural equation modeling showed that GHRM significantly improves employee engagement (p < 0.05, β = 0.154), which in turn boosts worker productivity (β = 0.281). Additionally, the association between GHRM and productivity is significantly mediated by employee engagement (p < 0.05), suggesting that engaged employees are more productive in companies that implement GHRM practices. This study emphasizes the usefulness of implementing GHRM practices for manufacturing managers in order to cultivate a motivated and effective workforce. Using the Ability, Motivation, and Opportunity (A-M-O) Theory, this study offers insights applicable to comparable situations around the world and advances our understanding of how sustainable HR practices can address issues in a Bangladeshi manufacturing sector.

Graphical abstract