Green human resource management and job pursuit intention: mediating role of corporate social responsibility and organizational reputation

Abstract

Abstract This study aimed to evaluate whether green human resource management practice encourages prospective candidates to join environmentally responsible enterprises through organizational reputation and corporate social responsibility. The sample was gathered from 402 students from various universities in Bangladesh using a pre-structured questionnaire. The link between the latent components has been explained by analyzing the obtained data using the Partial Least Squares Method (PLSM) of Structural equation Modeling (SEM). The findings indicated that green human resources management has a positive relationship with job pursuit intention and organizational reputation and that corporate social responsibility plays a significant mediating role in this relationship. Students studying in universities in Bangladesh reported having higher job pursuit intentions towards organizations that practice environmental responsibility. The results also show that green human resource management is a source for luring graduated students to pursue careers in green firms and will enable practitioners to combine green human resource management with their conventional human resource practices to employ qualified applicants. The results provide valuable insights into the nature of green human resource management and how the top management is committed to green initiatives in an emerging economy like Bangladesh. Also, the results will help the top management understand how to use green human resource management projects to create corporate social responsibility initiatives and an excellent corporate reputation and attract highly qualified, socially responsible employees to improve environmental performance in organizations. The national policymakers may also get input in designing a green human resource management policy for the economy. Bangladesh is a climate-vulnerable country with a minimal practice of green human resource management in the economy, so the empirical findings of this study will attract researchers, academicians, and practitioners of human resource management to carry out further research in the economy of this area. Finally, this study contributes to the body of knowledge in the still-emerging subject of green human resource management by empirically showing worthy outcomes.