Green Human Resource Management: Examining the Relationship Between Green Training, Green Work Engagement, and Employee Retention

Relationship Between Green Training, Green Work Engagement, and Employee Retention

Abstract

This study investigates the impact of green training on employee retention, focusing on the mediating role of green work engagement. Drawing from social exchange theory and the ability-motivation-opportunity framework, a quantitative survey was conducted among 237 Bangladeshi garment workers. Partial least squares structural equation modeling (PLS-SEM) was employed to test the hypothesized relationships. The results indicate that green training has a significant positive effect on employee retention, both directly and indirectly through green work engagement. Green training enhances employees' green work engagement, which subsequently improves retention. Besides, the mediation analysis in this study authenticates that green work engagement partially mediates the correlation between green training and employee retention. These findings enhance the green human resource management literature by illustrating the dual influence of green training on retention via skill enhancement and psychological engagement. The study emphasizes the necessity of investing in extensive green training programs that encompass not only technical skills but also motivational elements. Managers should create a supportive workplace that encourages employees to take part in sustainability efforts. Adding green training to the overall HRM strategy can improve the company's reputation and attract environmentally conscious workers, which will help the firm retain employees in the long term.