Extending the theory of reasoned goal pursuit (TRGP) with perceived AI literacy to organizational readiness for green HR practices

Abstract

Green Human Resource Management (GHRM) is increasingly treated as a strategic priority for the banking sector, yet the belief-based mechanisms that drive its uptake remain thinly theorized in developing economies. Drawing on the Theory of Reasoned Goal Pursuit, this study tests a structural model of how two goal-linked beliefs, Approval Belief and Procurement Belief, feed subjective norm and attitude, energize motivation, and shape Organizational Readiness for GHRM in Bangladeshi private commercial banks. Perceived AI Literacy is modeled as a capability belief acting on readiness, and Technological Readiness as an institutional condition that moderates whether motivation and capability convert into readiness. Using PLS-SEM on 416 banking employees, the model supports 11 of 12 hypotheses. Procurement Belief is the strongest antecedent, operating through both attitudinal and motivational pathways, while Technological Readiness moderates the motivation-to-readiness link. The moderation of Approval Belief on the norm-to-motivation path is negative and small, and is interpreted cautiously as a candidate normative-saturation effect requiring confirmation. The model accounts for 53.5% of variance in motivation and 50.8% in readiness. Because the outcome is organizational readiness rather than realized GHRM practice or environmental performance, the findings speak to the conditions that precede adoption. For banks and regulators, they indicate that embedding sustainability in procurement, making leadership endorsement visible, and funding AI upskilling are practical levers for building GHRM readiness.