Green HRM and Green Servant Leadership: Enhancing Employee Performance through Green Innovation

Abstract

Purpose— This study examines the influence of Green Human Resource Management (Green HRM) on employee performance, with Green Innovation as a mediator and Green Servant Leadership (GSL) as a moderator, in Bangladesh’s ready-made garment (RMG) sector.

Method— A quantitative approach was employed using data collected from 180 RMG employees through a structured questionnaire. SPSS 27 and AMOS 24 were used for descriptive statistics, correlation analysis, and confirmatory factor analysis (CFA).

Findings— The findings indicate that Green HRM positively influences employee performance, with Green Innovation acting as a mediator. GSL moderates the relationship between Green HRM and employee performance, strengthening the positive influence of Green HRM on performance.

Conclusion and Implications— The study highlights the importance of integrating Green HRM, Green Innovation, and GSL to enhance employee performance in the RMG sector. RMG companies should incorporate sustainable practices into their HRM and leadership approaches to support innovation and performance. Future research could examine other sectors to assess the generalizability of the findings.

Originality/Value— This study contributes context-specific evidence from Bangladesh’s RMG sector by integrating Green Innovation as a mediator and GSL as a moderator in the relationship between Green HRM and employee performance. It offers practical insights into aligning HRM and leadership practices with sustainability objectives in an emerging economy.