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Peer-reviewedCC BYDiscover Environment

Green HRM practices enhance environmental performance through the mediation of carbon mitigation

  • Md. Faisal-E-Alam1
  • Afruza Haque2
  • Md. Tariqul Islam3
  • Ummah Tafsirun4
  • Rasheda Akter Rupa5
  • Mohammad Rakibul Islam Bhuiyan6
6 affiliations
  1. 1Department of Management Studies, Begum Rokeya University
  2. 2Department of Humanities and Social Sciences, Dhaka University of Engineering & Technology (DUET)
  3. 3Department of Management Studies, Patuakhali Science and Technology University
  4. 4Department of Management, Bangladesh Maritime University
  5. 5Department of Management Information Systems (MIS), Faculty of Business Studies, University of Dhaka
  6. 6Department of Management Information Systems, Begum Rokeya University
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Abstract

Achieving environmental sustainability has become a fundamental concern for business organizations. Different national and international regulatory bodies are also setting standards in this regard. Complying with these standards has emerged as a survival necessity for most business organizations today. Therefore, this study examines the associations between Green Human Resource Management (GHRM) practices and organizations’ Environmental Performance (EP) through the mediation of Carbon Mitigation (CM). This study employed a quantitative research approach and collected data using an online survey questionnaire. Purposive sampling was utilized to select 369 employees working in the banking sector. To analyze the data, Structural Equation Modeling (SEM) was applied using SmartPLS 4 software. The findings indicate that Green Recruitment Practices (GRP), Green Employee Relations (GER), Green Training and Development (GTD), and Green Compensation Structure (GCS) are positively associated with carbon mitigation and environmental performance. Moreover, the results indicate that carbon mitigation statistically mediates these relationships within the proposed model. The findings offer practical implications that might improve environmental outcomes by integrating carbon mitigation strategies into Green HRM initiatives.

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Cite

BibTeXRIS
BibTeX
@article{faisalealam2026green,
  title = {{Green HRM practices enhance environmental performance through the mediation of carbon mitigation}},
  author = {Md. Faisal-E-Alam and Afruza Haque and Md. Tariqul Islam and Ummah Tafsirun and Rasheda Akter Rupa and Mohammad Rakibul Islam Bhuiyan},
  journal = {Discover Environment},
  year = {2026},
  month = oct,
  doi = {10.1007/s44274-026-01039-x},
  url = {https://doi.org/10.1007/s44274-026-01039-x},
  note = {CC BY},
}
RIS
TY  - JOUR
TI  - Green HRM practices enhance environmental performance through the mediation of carbon mitigation
AU  - Md. Faisal-E-Alam
AU  - Afruza Haque
AU  - Md. Tariqul Islam
AU  - Ummah Tafsirun
AU  - Rasheda Akter Rupa
AU  - Mohammad Rakibul Islam Bhuiyan
PY  - 2026
DA  - 2026/10/25
JO  - Discover Environment
DO  - 10.1007/s44274-026-01039-x
UR  - https://doi.org/10.1007/s44274-026-01039-x
AB  - Achieving environmental sustainability has become a fundamental concern for business organizations. Different national and international regulatory bodies are also setting standards in this regard. Complying with these standards has emerged as a survival necessity for most business organizations today. Therefore, this study examines the associations between Green Human Resource Management (GHRM) practices and organizations’ Environmental Performance (EP) through the mediation of Carbon Mitigation (CM). This study employed a quantitative research approach and collected data using an online survey questionnaire. Purposive sampling was utilized to select 369 employees working in the banking sector. To analyze the data, Structural Equation Modeling (SEM) was applied using SmartPLS 4 software. The findings indicate that Green Recruitment Practices (GRP), Green Employee Relations (GER), Green Training and Development (GTD), and Green Compensation Structure (GCS) are positively associated with carbon mitigation and environmental performance. Moreover, the results indicate that carbon mitigation statistically mediates these relationships within the proposed model. The findings offer practical implications that might improve environmental outcomes by integrating carbon mitigation strategies into Green HRM initiatives.
SN  - 2731-9431
ER  -