Building Climate Capability: Green HRM and Emissions-Linked Rewards in Bangladesh
DOI:
https://doi.org/10.48047/4ffh9s73Keywords:
Green HRM, Bangladesh, Emissions-linked, Organizational CultureAbstract
Corporations are increasingly adopting climate objectives; yet, many find it challenging to integrate these goals into daily operations and achieve quantifiable carbon reductions. This paper hypothesizes and examines how Green Human Resource Management (GHRM) and emissions-linked incentives (ELR) together develop climate capabilities, which are characterized as the routines, skills, and governance practices that facilitate Scope 1–3 abatement. Utilizing strategic human capital and dynamic capabilities, we assert that (i) GHRM directly improves employees’ climate knowledge, motivation, and opportunities for action; (ii) ELR reinforces the instrumental pathway by linking rewards to validated emissions performance; and (iii) climate capabilities mediate the effects on pro-environmental behavior (PEB) and emissions performance. We estimate a structural equation model using a multi-firm, multi-respondent survey including managers and staff, alongside organization-level emissions KPIs. Results demonstrate that GHRM (β≈0.41, p<.001) and ELR (β≈0.27, p<.01) are both predictors of climate capacities, exhibiting a positive interaction (β≈0.12, p<.05). Capabilities subsequently predicted PEB (β≈0.48, p<.001) and enhancements in emissions intensity (β≈0.22, p<.05). We examine the consequences of implementation: integrate climate responsibilities into roles, certify training, accurately assess abatement, and incentivize teams based on confirmed reductions.
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Copyright (c) 2024 Dr. Mohamed Kaisarul Haq, Dr. Farzana Nazera, Mohammad Shah Alam Chowdhury (Author)
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