Effects of Green Human Resource Management on job pursuit intention: an ability-motivation-opportunities perspectives

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.