4.

1 Introduction

Following the data analysis, the study's conclusions will be discussed in this chapter. The

findings are pertinent to the research areas of the study. Data analysis was used to determine

How Do Green Human Resource Management Practice Influence Organizational Citizenship

Behavior in the RMG Sector of Bangladesh. The data were examined using regression analysis

in SPSS. This chapter also describes how the data was obtained, as well as the respondent's

demographic profile.

4.2 Demographic profile of the respondent

The first part of the questionnaire was the demographic part which consist of 4 questions which

are gender, age, education, and employee designation. 128 of the respondents are male and 85

are from the female respondents. Coming to the age group it is seen that 193 of respondents were

aged 21-30 years, in between 31-40 years 10 of respondents were found. 6 of the respondents are

aged 41-50 yrs., and only 4 are above 50 yrs.

Evaluating their educational qualification, it is found that 128 of respondents are from bachelors,

while 27 are professionals, 40 were Masters and the remaining 18 were form others. The

respondent’s employee status was also asked. 27 were from GM, 40 from SENIOR Officer,

AGM it is 18, and 128 is from the Junior Executive.

Gender: Number percentage
Male 128 60.09389671
Female 85 39.90610329
total 213 100

AGE Group:-
21-30 years 193 90.61032864
31-40 years 10 4.694835681
41-50 years 6 2.816901408
Above 50 years 4 1.877934272
Total 213 100

Education:
Bachelors 128 60.09389671
Masters 40 18.77934272
Professional 27 12.67605634
Others 18 8.450704225
Total 213 100

Employment Status:
GM 27 12.67605634
Senior Offi cer 40 18.77934272
AGM 18 8.450704225
Junior Executive 128 60.09389671
Total 213

Table 4.1: Demographics Profile (N=213)

4.3 Reliability Test

Cronbach's alpha, according to Hair et al. (2016), is a measure of internal consistency

dependability that permits identical pointer loadings. According to (Hair, 1998), Liouville &

Bayad (1998), and Sureshchandar, Rajendran, & Anantharaman (1998), a Cronbach alpha of less

than 0.60 is regarded as poor, but a value of 0.70 is seen as excellent (2002). When the Cronbach

alpha is larger than 0.80, or.854, it is deemed to be more dependable.

 Reliability Statistics

Variables Cronbach's Alpha Variables

TRA .898 4

PEM .833 5

EIN .857 5

OCBE .834 5

Table 4.2: Reliability Statistics

According to, Cronbach's alpha should be at least 0.70. (Nunnaly, 1978). Nonetheless, a number

of studies have shown that a value of 0.600 is appropriate (Gerrard, Cunningham, & Devlin

2006). The Cronbach alpha score for this research is 0.935, which indicates that it is more

reliable. As a direct result of this, the measure that was used in the research is both more

dependable and accurate.

4.4 Descriptive Statistics Analysis

According to Malhotra (2011), descriptive analysis provides a concise summary of a data set that

is representative of a certain group or sample size. According to Table 4.3's statistical definition

of green HRM and Organizational Citizenship Behavior (OCBE) as determined by Green

Training (TRA) (M=3.8272, SD=.80412). The impacts of green HRM on Organizational

Citizenship Behavior are calculated to the normal distribution (PEM = 3.7221, SD =.84437, EIN

= 3.7371, SD =.77264). This demonstrates that the respondents were in support of green HRM

practices.
 Descriptive Statistics
Mean Std. Deviation N
OCBE 3.6706 .71658 213
TRA 3.8272 .80412 213
PEM 3.7221 .84437 213
EIN 3.7371 .77264 213

Tabl

e 4.3: Descriptive Statistics

4.5 Test of Hypothesis

Model R R Adjusted Std. Error Change Statistics

R R F df1 df2 Sig

Square
Square Square Chang
Change e

1 .775a .600 .594 .45643 .600 104.510 3 209 .000

a Predictors: (Constant), EIN, TRA, PEM

Table 4.4: Model Summary

The R-value is 0.775, as shown in Table 4.4. Hence, the overall R-value (.775) for green HRM

practices, which comprise Green Training, Green performance management, and Green

employee involvement. shows that these three independent variables have a considerable

influence on Organizational Citizenship Behavior. In addition, Table 4.4 shows that the

dependability coefficient, often known as the R-squared value, is 0.600.

4.6 ANOVA Test:

ANOVA stands for analysis of variance. It is a statistical method for comparing two or more

means.

ANOVA

Model Sum of Squares df Mean Square F Sig.

1 Regression 65.317 3 21.772 104.510 .000b

Residual 43.541 209 .208

Total 108.858 212

a. Dependent Variable: OCBE

b. Predictors: (Constant), EIN, TRA, PEM

Table 4.5: ANOVA

As the p-value is less than 0.05, as can be shown in Table 4.5, the F-statistic, which is 104.510, is

significant. The existence of a statistically significant association between Green HRM practices

and the environmental performance of a business is evidence that the model is accurate as a

whole. This also demonstrates that the alternative hypothesis, which held that green HRM

practices will not affect the Organizational Citizenship Behavior in the RMG Sector of

Bangladesh, cannot be accepted. This alternative hypothesis stated that green HRM practices will

not affect the Organizational Citizenship Behavior in the RMG Sector of Bangladesh.

4.7 Coefficients Analysis

Table 4.6: Coefficients

The unstandardized coefficients in Table 4.6 demonstrate how often the dependent variable

changes in response to changes in the independent variable while all other IVs are held constant.

The beta coefficients indicated the degree to which environmentally friendly HRM practices

were implemented. Factors like Green Training, Green performance management, and green

employee involvement all have an impact on Organizational Citizenship Behavior. Green

Training (= 0.225, t=4.259, p<0.05), Green performance management (= 0.168, t= 2.538,

p<0.05), and green employee involvement (= 0.382, t= 5.451, p<0.05) have all been shown to

have a comparable modest impact on Organizational Citizenship Behavior. According to Table

4.6, the independent variables have significant levels of Green Training = 0.000, Green

performance management = 0.012, and green employee involvement = 0.000. As the

significance level is lower than the threshold, the three dependent variables are acceptable

(p0.05). On the other hand, testing for multicollinearity has been carried out to ascertain whether

or not the IVs are substantially correlated with one another. These tests were carried out to

discover whether or not the IVs are significantly associated with one another. Multicollinearity is

a concern if the correlation coefficient is at least 0.90. (Hair et al. 2010) According to Hair et al.,
a variance inflation factor (VIF) value of 10 or higher implies significant multicollinearity

(2010). In Table 4.6, the tolerance values for green recruitment, green training, green

compensation, green performance management, and green safety and health are all more than.10,

and the variance inflation factors (VIF) are less than 10, indicating little multicollinearity.

This section discusses the methodology of the study as well as the results. In terms of reliability,

descriptiveness, correlations, and coefficients, the data for the study variables were tallied and

published. Green HRM practises were used to assess performance as a independent variable. To

accomplish this objective, regression analysis was used. Also, it was shown throughout the

whole of this investigation that there was a statistically significant positive association between

the independent variable and the dependent variable. The three independent variables are

accepted, according to the examination of the coefficients. Overall, the theory is sound. These

findings demonstrate that the objectives of the research were met.