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SCIENCE ARTICLE
Effects of Green Human Resource Management on job pursuit
intention: an ability-motivation-opportunities perspectives
1
Textile Engineering Management Department, Bangladesh University of Textiles, Bangladesh
2
School of Business, Ahsanullah University of Science and Technology, Dhaka,, Bangladesh
3
Department of Accounting and Information Systems, Gopalganj Science and Technology University, Gopalganj,, Bangladesh
4
Department of Accounting and Information Systems, Gopalganj Science and Technology University, Gopalganj, Bangladesh
5
Department of Textile Engineering Management, Bangladesh University of Textiles, Bangladesh
6
Department of Finance and Banking, Comilla University, Cumilla, Bangladesh
Submission date: 2025-11-01
Final revision date: 2026-01-11
Acceptance date: 2026-06-09
Online publication date: 2026-08-17
Publication date: 2026-08-15
Corresponding author
Dr. Md Nurun Nabi
Textile Engineering Management Department, Bangladesh University of Textiles, Tejgaon, Industrial Area, 1208, Dhaka, Bangladesh
Textile Engineering Management Department, Bangladesh University of Textiles, Tejgaon, Industrial Area, 1208, Dhaka, Bangladesh
Management 2026;(1):795-821
KEYWORDS
Developing CountryGreen Human Resource ManagementIndividual Green ValueEnvironmental KnowledgeJob Pursuit Intension
JEL CLASSIFICATION CODES
JEL CLASSIFICATION: M1; M12 ; M14 ; M210
TOPICS
ABSTRACT
Research background and purpose:
Drawing on the Ability–Motivation–Opportunity (AMO) framework, this study examines how Green Human Resource Management (GHRM) practices influence job pursuit intention (JPI) in the textile industry of Bangladesh. Specifically, the study investigates the direct effects of GHRM practices on JPI, the mediating role of individual green values (IGV), and the moderating role of environmental knowledge (EK).
Design/methodology/approach:
Survey data were collected from 306 employees working in textile manufacturing organizations in Bangladesh and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).
Findings:
The results indicate that GHRM practices positively influence job pursuit intention both directly and indirectly through individual green values. However, environmental knowledge does not significantly moderate the relationship between GHRM and individual green values. By extending the AMO framework to a pre-employment context, this study demonstrates that value-based motivational mechanisms play a more decisive role than cognitive environmental knowledge in shaping job pursuit intentions.
Value added and limitations:
The findings contribute to the GHRM and employer attractiveness literature and offer practical guidance for organizations seeking to enhance their attractiveness through environmental responsibility. In addition to that, the limitations of the study and recommendations for further research are also addressed.
Drawing on the Ability–Motivation–Opportunity (AMO) framework, this study examines how Green Human Resource Management (GHRM) practices influence job pursuit intention (JPI) in the textile industry of Bangladesh. Specifically, the study investigates the direct effects of GHRM practices on JPI, the mediating role of individual green values (IGV), and the moderating role of environmental knowledge (EK).
Design/methodology/approach:
Survey data were collected from 306 employees working in textile manufacturing organizations in Bangladesh and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM).
Findings:
The results indicate that GHRM practices positively influence job pursuit intention both directly and indirectly through individual green values. However, environmental knowledge does not significantly moderate the relationship between GHRM and individual green values. By extending the AMO framework to a pre-employment context, this study demonstrates that value-based motivational mechanisms play a more decisive role than cognitive environmental knowledge in shaping job pursuit intentions.
Value added and limitations:
The findings contribute to the GHRM and employer attractiveness literature and offer practical guidance for organizations seeking to enhance their attractiveness through environmental responsibility. In addition to that, the limitations of the study and recommendations for further research are also addressed.
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| eISSN: | 2299-193X |
| ISSN: | 1429-9321 (1997-2019) |
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