Investigating the Interplay of Green HRM, Green Innovation, and Green Servant Leadership on Employee Performance: Evidence from Bangladesh's RMG Sector

The current study investigated the nfluence of Green Human Resource Management (Green HRM) implementation on employee’s performance driven by Green Innovation as a mediator, while Green Servant Leadership (GSL) works as a moderator in the context of the Bangladesh RMG sector. This study is a uantitative in nature, where data were collected from 180 RMG employees, and a structured questionnaire was used to collect the data. SPSS 27 and AMOS 24 were used for descriptive statistics, correlation analysis, and Confirmatory Factor nalysis (CFA). The findings reveal that Green Human Resource Management (GHRM) does not have a significant direct effect on employee performance, nor does Green Innovation mediate the relationship between GHRM and employee performance. However, the results indicate a significant negative moderating effect of Green Servant Leadership (GSL) on the relationship between Green Innovation and employee performance, suggesting that higher levels of GSL weaken the translation of green innovation into performance outcomes. The study imparts the significance of Green HRM, Green Innovation, and GSL o enhance employee performance in RMG sector. To conclude, sustainable practices need to be embraced by RMG companies as the practical implications of his model toward innovation and performance. Future studies may cover other sectors for ore generalizability.