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Relationship between Green Human Resource Management and Individual performance as Non Environmental factor: A study on commercial banks in Bangladesh

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  • Md. Mohosin Talukder

    (Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University, Trishal ,Bangladesh & Ex-Lecturer in Human Resource Management, Department of Business Administration, Bangladesh University, Dhaka, Bangladesh.)

Abstract

The concept of green HRM was appeared in 1990s and globally accepted in 2000s. Like others organization, commercial banks in Bangladesh have also adopted green HRM. In today’s competitive business situation, organizations want to see bottom line result of their initiatives. Though Green HRM sounds an environmental issue, it may also have association with non environmental factors. The core objective of this paper is to investigate that assumption. Employees of commercial banks operating in Bangladesh were the population of the study. For the purpose of the study, author selected a sample size of 100 employees with the technique of convenient random sampling and collected data through a self-administrative questionnaire. The paper deployed both online and field survey to collect primary data. Responses were measured with Likert 5 point scales ranging from strongly disagree to strongly agree. To attain the research objectives, author applied nonparametric test including Mann-Whitney U test, Spearman’s rho and Kendall's tau_b Correlation and descriptive statistics with SPSS 22. Descriptive statistics evinces that commercial banks are practicing green HRM (mean=3.84, SD=. 35) while result of Mann-Whitney U test indicates (U=459.0, p=.000) that public commercial banks and private commercial banks differ in green HRM implementation. Private commercial banks are implementing more green policy in comparison to public commercial banks. Result of Spearman’s rho and Kendall's tau_b Correlation confirm that green HRM has positive strong association with individual performance including task performance and productive behavior and the relation is significant. Moreover, the study found weak relation of green HRM with contextual performance but the relation is not statistically significant. Finally, the paper recommended that there is a huge room for improvement in implementing green HRM by public commercial banks and more empirical research with robust statistical analysis is the demand of time to get more insight about green HRM in Bangladesh.

Suggested Citation

  • Md. Mohosin Talukder, 2021. "Relationship between Green Human Resource Management and Individual performance as Non Environmental factor: A study on commercial banks in Bangladesh," International Journal of Science and Business, IJSAB International, vol. 5(8), pages 73-88.
    • Handle: RePEc:aif:journl:v:5:y:2021:i:8:p:73-88
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    References listed on IDEAS

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    1. Chen Zhixia & Md. Miraj Hossen & Sayed Sami Muzafary & Mareum Begum, 2018. "Green Banking for Environmental Sustainability-Present Status and Future Agenda: Experience from Bangladesh," Asian Economic and Financial Review, Asian Economic and Social Society, vol. 8(5), pages 571-585.
    2. Shoeb Ahmad, 2015. "Green Human Resource Management: Policies and practices," Cogent Business & Management, Taylor & Francis Journals, vol. 2(1), pages 1030817-103, December.
    3. Do Dieu Thu Pham & Pascal Paillé, 2019. "Green recruitment and selection: an insight into green patterns," International Journal of Manpower, Emerald Group Publishing Limited, vol. 41(3), pages 258-272, December.
    4. Chen Zhixia & Md. Miraj Hossen & Sayed Sami Muzafary & Mareum Begum, 2018. "Green Banking for Environmental Sustainability-Present Status and Future Agenda: Experience from Bangladesh," Asian Economic and Financial Review, Asian Economic and Social Society, vol. 8(5), pages 571-585, June.
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