Comparative Analysis of Green HRM Implementation in Public and Private Banks and its Impact on Employees’ Performance

Abstract

Introduction: This study explores the impact of Green and Sustainable Human Resource (HR) practices on employee performance within the banking sector. As organizations strive to enhance their environmental responsibility and overall sustainability, Green and Sustainable HR practices have emerged as key drivers of organizational success. These practices, which include environmentally conscious recruitment, training, compensation, and performance management, are believed to foster not only a more sustainable work environment but also improve employee satisfaction, engagement, and productivity.

Objectives: This research aims to examine how integrating Green and Sustainable HR practices influences bank employee performance, focusing on the Moradabad region. The main objectives of this research are:

1. To examine the impact of Green and Sustainable HR practices on Employee Performance in the banking sector.


2. To compare the implementation of Green Human Resource Management (GHRM) practices between employees of public sector banks and private sector banks.

Methods: This study adopts a quantitative research design using a descriptive and correlational approach. The research explores the relationship and impact between Green and Sustainable HR practices and employee performance.A structured questionnaire was distributed to 120 managerial employees working in banks in the Moradabad region. The questionnaire included 20 questions, designed to measure the employees' perceptions of Green HR practices, e.g., Green Training, Green Recruitment, Green Compensation, Sustainable practices, and their self-reported performance levels. Out of 120 questionnaires distributed, 100 responses were completed and used for the analysis. SPPS software used for the analysis. Multiple regression and an Independent sample T-test were applied for the testing of the hypothesis.

Results: Sustainable Practices is the sole strong predictor (p =.000) and has a positive effect on employee performance.F-value (6.867): This shows how well the regression model is performing. A higher F-value is usually associated with a reasonable model fit. Significance value (p = .000): This is very important (p < .05), which indicates that there is significant interaction between the independent variables when it comes to estimating employee performance.Null hypothesis 1 is rejected.There is a significant impact of Green and Sustainable HR practices on Employees’ Performance.Levene’s Test for Equality of Variances indicated that the assumption of equal variances holds (p = 0.613 > 0.05). Based on the t-test with equal variances assumed, the results show a significant difference between the two groups (t (118) = -2.336, p = 0.021). The p-value is less than 0.05, it is concluded that the difference is statistically significant. Thus, it can be interpreted that private sector bank employees perceive and experience significantly higher GHRM practices compared to public sector bank employees. Since your p-value = 0.021 (which is < 0.05), reject the null hypothesis II.

Conclusions: The current research focused on analyzing the impact of Green and Sustainable Human Resource (HR) Practices on the performance of employees in the Indian Banking Industry.

The results indicated a statistically significant correlation between green HR practices and improved employee performance, as indicated by the p-value of less than 0.05. The implementation of Green HRM Practices in the type of bank (public or private) influences the extent to which GHRM practices are perceived and implemented by employees, with private banks demonstrating a stronger emphasis on environmental sustainability through HRM practices.