This study analyzes the Green Human Resource Management practices and the association between GHRM and green organizational culture in Bangladesh's banking sector. Moreover, this paper's framework consisted of AMO and RBV Theory in which Ability, Motivation, and Opportunity were focused on creating a model basement. This study used a partial least squares structural equation modeling technique for data analysis. Self-administered questionnaires were used for data collection from different levels of employees of public commercial banks in Bangladesh. Research questionnaires were sent to employees working in four public, commercial banks through 42 branches in Dhaka and Rajshahi divisions. The data were collected from 385 bank employees using a simple random sampling method. The study findings show that state-owned commercial banks of Bangladesh are very much aware of green practices. Moreover, Green Organizational Culture has a significant positive relationship, specifically, Green Job Design, Green Human Resource Planning, and Green Induction Management, which shows a positive outcome of maintaining green organizational culture. However, green recruitment and selection and green training and development programs negatively impact the creation of an organizational green culture. These recommendations clarify the affiliation between sustainable GHRM practices and organizational culture, which can drive sustainable workplace behaviors and foster an eco-friendly culture in banks. The study's limitations are generalizability, cross-sectional design, and lack of mediation analysis. Future researchers should employ a more diverse technique, different areas, and longitudinal techniques to establish causative interactions and incorporate mixed research methods for gaining in-depth insights with more variables.