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A Green Workforce Understands and Practices Green Initiatives to Reduce Carbon Footprint: Evidence from Bangladesh.

Sukanta Chakraborty, Joya Bhattacharjee


Green human resource management is defined as an environment-friendly HR practice that subscribes to the sustainable use of coffers all over the world. The present paper attempts to estimate the impact of Green HRM on some associations from Bangladesh’s perspective. The present paper follows the methodical review of applicable academic literature related to Green HRM practices in the global script. The findings of the study appear to suggest associations across the globe are absorbing Green HRM as a visionary step toward guarding the environment. The purpose of this study is to examine the extent of mindfulness of Green Human Resource Management among different situations of HR directors from various associations in Bangladesh. A combination of quantitative and qualitative exploration styles is employed to gather information. Descriptive data analysis is presented with respect to the awareness position and unproductive exploration approach executed to find out the significant factors which increase the workers’ mindfulness of green HRM. All the proposed suppositions were supported. Specifically, at the organizational position, organizational environmental culture is appreciatively related to green HRM and green HRM operation appreciatively associates with the association’s environmental performance. At the individual level, green HRM positively affects employees' job satisfaction, and meaningful work serves as a potent intermediary in this interaction. The study linked the mindfulness position of Green HRM among directors from different sectors in Bangladesh. Governments and associations may produce programs to promote the below practices in the long-term achieving organizational excellence will reflect appreciatively on frugality.


Green HRM, Employee awareness, Organizational excellence.

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