The purpose of the paper is to examine the relationship between green human resource management (GHRM) practices such as green recruitment, green training, green performance management, green reward, green involvement and millennial employee retention in the hotel industry in Bangladesh. The study examined the moderating effect of psychological empowerment on the relationship between GHRM practices and millennials' retention. This study used a survey questionnaire of 394 employees in Bangladeshi 3-star to 5-star hotels to test hypotheses using SmartPLS. The study found that green reward and green training have significant relationships with millennials' retention in hotels. The results showed psychological empowerment as a significant moderator on the relationship between three GHRM practices, green training, green performance management, green and reward and millennials' retention. With significant environmental degradation in South-Asia, this study establishes GHRM can reconcile environmental regeneration and business strategy in the hotel industry, whose environmental footprint is increasingly under scrutiny.

中文翻译：

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心理授权对孟加拉国酒店业绿色人力资源管理实践与千禧一代员工保留之间的关系的调节作用

本文的目的是研究绿色人力资源管理 (GHRM) 实践之间的关系，例如绿色招聘、绿色培训、绿色绩效管理、绿色奖励、绿色参与和孟加拉酒店业的千禧一代员工保留。该研究检验了心理授权对 GHRM 实践与千禧一代留存率之间关系的调节作用。本研究使用对孟加拉国 3 星级到 5 星级酒店 394 名员工的调查问卷，使用 SmartPLS 检验假设。研究发现，绿色奖励和绿色培训与千禧一代在酒店的留存率有显着关系。结果表明，心理赋权是三个 GHRM 实践、绿色培训、绿色绩效管理、绿色和奖励以及千禧一代的保留。随着南亚环境严重恶化，本研究表明 GHRM 可以协调酒店业的环境再生和商业战略，酒店业的环境足迹越来越受到审查。