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The 21st century has spotlighted environmental sustainability in global discourse, urging businesses to act responsibly amidst climate change and resource depletion. This study explores the role of green human resource management (GHRM) in fostering the New Ecological Paradigm (NEP) among employees, enhancing organizational commitment (OC), and promoting organizational citizenship behavior towards the environment (OCBE) within the hospitality industry. Findings demonstrate that GHRM practices, including green recruitment, training, and performance management, significantly improve environmental performance and employee engagement in sustainability initiatives. Data were collected from 382 employees working in 5-star hotels in South Korea, utilizing a structured online survey to gather insights into GHRM's influence on NEP, OC, and OCBE. The analysis was conducted using covariance-based structural equation modeling (CB-SEM) to rigorously test the hypothesized relationships among these constructs. However, integrating GHRM with NEP presents challenges, such as aligning organizational culture with eco-centric values and overcoming resistance to change. Motivated by the urgent need for sustainability, this research underscores the necessity for integrated HRM approaches to achieve sustainability. A key motivation behind this integration is to establish a workforce that not only understands but actively champions environmental stewardship, thereby strengthening the organization's reputation and competitive advantage. Additionally, challenges such as balancing short-term operational costs with long-term environmental goals persist, requiring strategic commitment and effective resource allocation. Recommendations include embedding sustainability in HR policies, providing comprehensive environmental training, incentivizing green initiatives, establishing robust monitoring systems, and fostering cross-departmental collaboration to reduce the ecological footprint. This study contributes to the growing body of literature on sustainable business practices and highlights the strategic importance of eco-leadership. [ABSTRACT FROM AUTHOR]

Fostering environmental sustainability practices inside an organisation requires the convergence of organisational behaviour and human resource management in today's fast-paced and constantly-evolving business world. Integrating sustainable practices into an organ-isation's operations is essential as they grow more conscious of its environmental impact. In order to shape corporate culture in a way that promotes environmental sustainability, HRM is essential and ensures that sustainability becomes an important part of the corporate culture by integrating sustainable practices into the company's values, vision, and mission. This can be accomplished by providing staff with incentives, training opportunities, and effective communi-cation to encourage them to incorporate eco-friendly practices into their daily work. This pa-per examines the intersection of Human Resource Management (HRM) and organisational culture concerning environmental sustainability within organisations. It synthesises existing research findings on key themes: the factors that enable the development of environmentally-conscious organizational cultures, the effects of Green HRM practices and Green Intellectual Capital on sustainability, and how HRM practices influence employees' environmentally-friendly behaviour. The review emphasises the positive effects of Green HRM practices, partic-ularly in recruitment, selection, rewards, and Green Intellectual Capital encompassing human, structural, and relational aspects, on organisational sustainability efforts. Additionally, the re-view highlights HRM practices such as managing the employee life cycle, providing education and training, fostering empowerment, and encouraging managerial involvement as influential drivers of employees' environmentally-conscious behaviour, both within and outside their des-ignated roles. [ABSTRACT FROM AUTHOR]

The issue of sustainability has received much attention from scholars, experts, and the community, along with the need for a more environmentally-friendly business practice. The purpose of this study is to analyze how and when stakeholder pressure can lead to green innovation performance in Indonesian MSMEs, mainly in several provinces on Java Island. We consider the mediating role of green HRM to bridge the relationship, as well as the moderating role of green culture. Using quantitative approach, we distributed online questionnaire towards 280 MSMEs actors determined by purposive sampling method. The data obtained is analyzed using Structural Equation Modeling with Partial Least Squares. The findings indicate that stakeholder pressure can influence green environmental performance both directly and indirectly through the mediating role of GHRM. In addition, green culture is also found to moderate the influence of stakeholder pressure on green innovation performance, that the relationship is stronger when green culture in the MSMEs is held high. [ABSTRACT FROM AUTHOR]

Abstract The present study investigates the influence of green human resource management (GHRM) on green ambidexterity innovation (GAI) within Spanish wineries, examining the mediating effect of Green Intellectual Capital (GIC) and the moderating role of Top Management Environmental Awareness (TMEA). Building on existing literature, a conceptual model was developed and tested using structural equation modeling (PLS-SEM) with data collected from 196 Spanish wineries between September 2022 and January 2023. The findings reveal a significant positive relationship between GHRM and GAI, with GIC partially mediating and TMEA positively moderating this relationship. The originality of this study lies in its empirical testing of the proposed model, addressing a previously unexplored area in the field. These results provide valuable insights for both academia and industry, highlighting the importance of integrating environmental considerations into human resource practices to foster innovation and sustainability.

The textile industry of Pakistan, a major contributor to its economy, is encountering serious sustainability challenges, akin to many developing nations. The literature is replete with assertions on the importance of sustainability; however, cross-functional research is sporadic. This paper theoretically links Green HRM (GHRM) practices, Green SCM (GSCM) practices, and Triple Bottom Line (TBL) performance within this context. In scaffolding through Resource Orchestration (ROT) and Dynamic Capabilities (DCT) theories, a conceptual framework is proposed. We posit that GSCM transforms GHRM practices into tangible, eco-friendly supply chain activities resulting in enhanced sustainable performance, thereby playing a mediating role. Additionally, a unique interplay of Entrepreneurial Orientation (EO) as a moderator between GHRM and GSCM is introduced. Firms with higher levels of EO employ innovative approaches to implement GHRM practices into their supply chain strategies, leading to robust GSCM initiatives. The literature review indicates that research on the synergistic effects of GHRM and GSCM on TBL performance in developing nations is scarce. The study warrants carrying out empirical validation and provides a clear plan for future research. The exclusive emphasis on Pakistan's textile industry introduces contextual intricacies, facilitating a profound comprehension for implementing sustainable practices within the constraints and opportunities of an emerging economy. [ABSTRACT FROM AUTHOR]

Various organizations or companies must try to maintain and protect the environment. Therefore, green training is needed as one of the important factors in the practice of green human resources management. This study aims to analyze the development of green training research and also explain green training at PT Celebes Railway Indonesia. Then, it could find out what aspects can be influenced by it so that it can be used as a reference for organizations to pay more attention to these aspects and also become opportunities for future research. This research method, with a descriptive qualitative approach and a review of literature on green training, was obtained through the Scopus and Mendeley.com. The results of the study show that research on green training started from 1913 to 2024, and 2023 is the year with the highest number of publications. Various organizational sectors have widely applied green training. Then, PT Celebes Railway Indonesia has implemented green training as one of the green human resources management practices through several stages ranging from the implementation of Green HRM, training need analysis, trainee application, training approval, trainee appointment, training implementation, training evaluation, and up to training reporting. However, research is still needed with comprehensive methods such as mixed methods to know better the impact and implementation of green training for organizations. In the future, researchers can develop research models and use other research methods or approaches to make research results more comprehensive. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this article is to classify scientific research on the concept of green HRM and to identify some emerging directions for future research. Design/methodology/approach: A systematic literature review was conducted based on a bibliometric analysis of the Scopus database. The research process was carried out according to a methodology consisting of six stages. The research query included TITLE-ABS-KEY ("green HRM" OR "green HR" OR "green human resource management"). 340 publication records were qualified for the analysis. Findings: Based on the bibliometric analysis, five research areas were identified: Sustainable HR and environmental management; Sustainable HRM practices and green leadership; Environmental values of green practices; Advancing green citizenship and innovation; Integration of environmental concerns in HRM for sustainable performance. New areas of research that appear in the literature concern the issues of green innovation, green economy, environmental values, pro-environmental behavior, business development, sustainable performance and leadership. Research limitations/implications: Although this study contributes to the literature on the development of HRM concepts, it has some weaknesses that should be noted. These may result from the limitation to the Scopus database and the omission of e.g. gray literature. But also the need to limit the publication to a certain number of characters, so the authors gave up some analyzes (keyword maps or the most popular research methods). Originality/value: This study of systematic literature review presents a comprehensive overview and evolution of the concept of green HRM. The dominant countries, influential authors, research units and journals were indicated. Identifying the most frequently cited articles and the thematic clusters can help researchers and practitioners design their future research and implementation plans. [ABSTRACT FROM AUTHOR]

The present study investigates the influence of green human resource management (GHRM) on green ambidexterity innovation (GAI) within Spanish wineries, examining the mediating effect of Green Intellectual Capital (GIC) and the moderating role of Top Management Environmental Awareness (TMEA). Building on existing literature, a conceptual model was developed and tested using structural equation modeling (PLS-SEM) with data collected from 196 Spanish wineries between September 2022 and January 2023. The findings reveal a significant positive relationship between GHRM and GAI, with GIC partially mediating and TMEA positively moderating this relationship. The originality of this study lies in its empirical testing of the proposed model, addressing a previously unexplored area in the field. These results provide valuable insights for both academia and industry, highlighting the importance of integrating environmental considerations into human resource practices to foster innovation and sustainability. [ABSTRACT FROM AUTHOR]

The present study investigates how green human resource management practices (GHRM) affect Jordanian commercial banks' environmental performance. It also examines the moderating effect of digital HR technology. A survey questionnaire was used to gather data from 12 commercial banks and 4 Islamic banks. PLS-SEM was used to analyze the data from the sample size of 402 questionnaires that were given to HR managers and supervisors at these institutions. The results indicated that dimensions of GHRM are strongly correlated to the environmental performance. In addition, digital HR technology has a negative effect related to environmental performance. Similarly, from the five indirect effect hypotheses, only one was supported, the moderating role of digital HR technology between green empowerment and environmental performance. To optimize the environmental advantages, digital HR technology integration into sustainability programs calls for original thought and inventive solutions. Banks can boost their environmental performance while simultaneously increasing their HR procedures and employee engagement by incorporating these novel concepts. [ABSTRACT FROM AUTHOR]

To address the environmental concerns, the coal mining sector must embrace sustainable practices throughout its value chain, including the area of human resource management. This paper aims to develop a green human resource management framework suitable for the coal mining sector, incorporating the principles of environmental sustainability into the human resource management practices. The framework demonstrates the potential in supporting the coal mining sector in achieving sustainability. The study is based on a single case study of Alpha-90 Company, a major open-cut coal mining company in Indonesia. Data was collected through 7 (seven) interviews with the management team, document analysis, and direct observation. The case study confirmed the key components of the green human resource management framework. It also found that Alpha-90 Company was at the awareness stage of the green human resource management practices, acknowledging its importance but not fully implementing them. This study proposes theoretical insights, practical implications, and recommendations for human resource practitioners. Additionally, it contributes to the green human resource management literature by providing a framework specific to the coal mining sector. [ABSTRACT FROM AUTHOR]

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The primary aim of current study was to determine the relationship of Green Human Resource Management (GHRM) practices with environmental performance. Using the AMO (Ability, Motivation, and Opportunity) theory as a base, an alternative mediating model was developed. According to this paradigm, GHRM influences environmental performance by organizational citizenship behavior towards environment (OCBE) and organizational culture. A sample comprising 183 employees from manufacturing firms located in Rawalpindi and Islamabad, Pakistan, was selected using convenience sampling to test the hypotheses empirically. The study validated hypotheses using Smart PLS 3 and bootstrap techniques. The results showed that OCBE and culture enhance GHRM's impact on environmental performance. The findings also showed that manufacturing organizations can foster sustainable corporate citizenship and an ecologically conscious culture by adopting GHRM practices. This research substantially enhances comprehension regarding GHRM practices, OCBE, and organizational culture, particularly catering to stakeholder’s keen on advancing environmental sustainability within organizational contexts. Through empirical validation of the relationships delineated within the AMO theory framework, this study underscores the significance of incorporating environmentally conscious HRM strategies into organizational policies and practices. Such integration is crucial for attaining heightened environmental performance and cultivating a culture oriented towards sustainability. [ABSTRACT FROM AUTHOR]

The Chinese government announced the clear goal of attaining carbon neutrality by 2060, in order to gradually achieve net-zero carbon dioxide (CO2) emissions, whose impact on global warming needs to be reduced while also a sustainable industry needs to be promoted. Recognizing the critical role of Green Human Resource Management (GHRM) in supporting green innovation and achieving the carbon neutrality agenda, this study aims to fill a research gap by emphasizing this overlooked nexus. The former examines the influence of GHRM, green innovation, and carbon neutrality on environmental performance by carefully analyzing the current literature on China's achievement of carbon neutrality and its implications for environmentally friendly performances. The current study assesses the planning frameworks of the country, explores the concept of achieving carbon neutrality, and evaluates the practical implications. [ABSTRACT FROM AUTHOR]

The occurrence of accidents, chemical fuels and cargo carried by ships, garbage, and oil spills from ships because of marine transportation activities causes environmental problems whose impact can threaten environmental sustainability. Studies have shown that the role of the human factor is 70-80% in the occurrence of environmental sustainability threats. Some literature on green human resource management has examined that the role of green competencies is the main requirement in improving one's performance in the environmental field. In order to support sustainable shipping management, there needs to be a study on green competencies. However, studies on construct development and validation of green competencies measurements in the shipping industry have not been widely conducted. This study aims to develop a scale of green competencies measuring instruments referring to the view of maintaining the marine environment in the shipping industry. Empirical studies have been conducted based on a quantitative approach, with survey methods conducted on 333 crew (seafarers) who have been employees in the shipping industry. The analysis of green competency measuring instrument development model has been done by using Confirmatory Factor Analysis (CFA) by SEM PLS 4.0 software. The findings of this study show that green competencies is a multidimensional reflective scale consisting of dimensions of green knowledge, green skills, green attitude, green awareness and green ability that have been tested for validity and reliability. The implication of these findings is to contribute to a literature review on green competencies, especially in the shipping industry. In addition, the results of the analysis on the green competencies construct model can be used as the basis for the preparation of a green competencies model for the benefit of green human resource management in the shipping industry. [ABSTRACT FROM AUTHOR]

This paper mainly studies whether Foxconn's green human resource management can bring benefits to Foxconn and puts forward suggestions on the problems existing in the implementation of green human resource management in Foxconn. The data for this chapter comes from Foxconn employees in Yantai, Shandong Province. Foxconn's HR green practices include green recruitment, green training, green performance, green compensation and green participation. After analysis, it is concluded that the education level of Foxconn employees is generally low, which is not conducive to the implementation of green human resources practices. Foxconn did not give full play to the leading role of supervisors in green participation practices. This study believes that enterprises should play the role of supervisors when implementing human resource green practices, and supervisors should give support and guidance when employees participate in environmental protection activities. Foxconn should focus on improving the education level of its employees. The research results of this paper are helpful for enterprises to achieve the goal of green development, help enterprises to further understand the green practice strategy of human resources, make the development of enterprises meet the requirements of green environmental protection, and improve the competitive advantage of enterprises. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to work on two objectives, first to provide a theoretical foundation along with ongoing trend in the field of green human resource management (GHRM) and employee green creativity (EGC) in the hospitality and tourism industry. Second, the study also proposes a conceptual research model to understand the dynamics of the relationship between GHRM and EGC for future studies. Design/methodology/approach: The study uses multi-method approach, systematic literature review and bibliometric analysis is performed on published work on GHRM and EGC. This study initially shortlisted 52 publications from multiple databases, which was refined to 11 Scopus-indexed papers, which discussed both GHRM and EGC attributes in a hospitality context. VOSviewer and advance excel software's are being used to perform the analysis. Findings: The systematic literature review concluded that very limited studies have been conducted on GHRM and EGC in the hospitality context and it has recently gained prominence during the covid pandemic. While bibliometric analysis also identified h-index authors with their co-authorship network, citations and keywords matrix and the changing trends in the domain of GHRM and EGC in hospitality and tourism industry. The analysis also highlights the individual and organisational factors influencing the relation between GHRM and EGC. Originality/value: This study is the first to conduct a systematic literature review and bibliometric analysis on GHRM and EGC in hospitality and tourism sector. Moreover the paper also provides researchers with an in-depth summary of the available literature and a blue print for future studies on GHRM and EGC. [ABSTRACT FROM AUTHOR]

This study examines the relationship between green human resource management and environmental performance using green employee empowerment and organizational citizenship behavior for the environment. It also evaluates the moderating role of environmental knowledge between green human resource management and green employee empowerment, which was not discussed in previous studies—the research data was collected from Pakistani hotel industry employees using a cross-sectional process method. The total number of employees who completed the questionnaire was 360, out of which 237 were considered valid as these responses were used for further partial least square analysis. The study's findings revealed that green human resource management practices directly correlate with environmental performance. Furthermore, the results shed light on green employee empowerment and organizational citizenship behavior for the environment with moderation by environmental knowledge and individual green values to motivate employees to achieve sustainability leading toward ecological performance. This study supports theoretical contributions using the ability, motivation, and opportunity and sports value framework theories. In addition, our outcomes contribute to the literature by incorporating the moderation role of environmental knowledge between green human resource management and green employee empowerment. The study provides implications for green human resource management practices and sustainable environmental performance to top management and policymakers. [ABSTRACT FROM AUTHOR]

This study investigated the correlation between Green Human Resource Management (GHRM), Organizational Citizenship Behavior towards the Environment (OCBE), and Business Sustainability among selected construction companies in Cebu City. The study utilized a descriptive-correlational-comparative approach with the participation of 102 heads and staff of selected construction companies in Cebu City. The selected statistical treatments showed a positive relationship among the three indicators, meaning they can significantly influence organizational performance and shape the organizational culture. Also, the study's findings revealed that behavior towards green practices is contingent upon the organization's commitment to the goals of GHRM and OCBE, which can affect business sustainability. With that in mind, the researchers have concluded that green human resource management practices have become a part of the organization's mindset. Both management and employees value GHRM indicators, reflected in their behavior towards the environment and business sustainability practices. Furthermore, the study recommends that the construction companies that participated in the research should adopt the sustainability framework created by the researchers. [ABSTRACT FROM AUTHOR]

This study reviews green human resource management (GHRM) via bibliometric analysis of extant literature in the field of business and management. We used bibliometric, R Studio program for descriptive analysis and network analysis, to analyze 595 documents from the Web of Science and Scopus data. The study aims to provide a comprehensive overview of the evolution of GHRM and the structures that define it. This article discusses the emerging keywords and research area along with the growth patterns in the area of GHRM during 2002–2022. The findings suggest that publication on GHRM began over 25 years ago and has continued to grow since then. The number of publications in this field of study has doubled over the last 10 years. Emerging themes include Green human resource practices, corporate social responsibility (CSR), innovation, environmental performance, circular economy, and sustainable development. Potential research areas have been suggested by drawing a complete picture of the conceptual framework. The study will help policy‐makers, corporates and academicians unravel the practical and theoretical aspects of GHRM and identify pertinent issues that require attention. [ABSTRACT FROM AUTHOR]

The burgeoning interest in sustainable company success models has experienced significant growth in recent years. Despite certain advancements in identifying this idea and promoting sustainable practices, there needs to be more understanding of the optimal organizational architecture for developing new business models or implementing sustainability-oriented adjustments in current ones. This article aims to comprehensively analyze sustainable business models, specifically focusing on the power of green. Additionally, this article provides a research agenda for future studies that might contribute to advancing knowledge in this field. A group of empirical research papers published in reputable Scopus and WoS indexed Journals from 2018 to 2023 were chosen for this study. The selection process involved a systematic approach to categorizing and synthesizing the findings about the subject matter. Upon thoroughly examining the articles, it has been determined that sustainable success may be attained by focusing on three primary variables: Human resource management, supply chains, and innovation. This research contributes to the existing body of knowledge in green business. This study offers a framework for researchers to investigate emergent domains to attain sustainable development. Furthermore, this article presents suggestions and discussions regarding potential avenues for further research. Universities, organizations, and corporate entities can benefit from leveraging these valuable reviews to facilitate research. [ABSTRACT FROM AUTHOR]

The relationship between green human resource management (GHRM) and environmental performance (EP) has received little attention in the past, despite the hotel management discipline's mediation analysis being one of the areas examined. To fill this research gap, the study expands upon the Ability-Motivation-Opportunity (AMO) and social identity theory (SIT). It also goes beyond what has already been written by examining the relationship between environmental performance and green human resource management by examining the roles of Employee Green Commitment (EGC) and Organizational Citizenship Behavior towards the Environment (OCBE). According to a survey conducted on 273 hotel employees, it has been found that GHRM plays a positive and significant role in promoting Organizational Citizenship Behavior towards the Environment (OCBE), Employee Green Commitment (EGC), and environmental performance (EP) of hotels. Additionally, implementing green human resource management can have a considerable and favorable influence on both environmental performance and employees' commitment to eco-friendliness. It was observed that organizational citizenship behavior toward the environment and employee green commitment play a significant role in mediating the relationship between Green human resource management and hotel environmental performance. The data from the survey were analyzed using Smart-PLS 4 which involved conducting validity and reliability tests on the instruments and testing the hypothesized relationships using SEM analysis. Based on this report, it is recommended that HR managers and hotel top management develop green HRM policies to promote sustainability in the hospitality industry. [ABSTRACT FROM AUTHOR]

This study investigates how Green Human Resource Management Practices (Green Training, Green Performance Management, and Green Employee Involvement) affect Hotel Environmental Performance in Dera Ismail Khan. A total of 190 hotel employees contributed to gathering the data, which was then analyzed by SPSS. The results show that the Environmental Performance of Hotels is greatly affected by Green Training, Green Performance Management, and Green Employee Involvement. The findings highlight the value of investing in education and awareness programs for staff to encourage sustainable behaviors. To further improve environmental results, it is important to incorporate green measurements and targets into performance management systems and to encourage employee participation in environmental initiatives. This research helps fill in the gaps in our knowledge of sustainable hospitality practices in low-income areas. Insights gained from this study will help hoteliers and other stakeholders to improve environmental performance and a better fit with the worldwide push for sustainability. [ABSTRACT FROM AUTHOR]

The paper investigates the impact of green human resource management (GHRM) on operatives' green actions in Iranian businesses. GHRM is a human resource management approach that prioritizes environmental and social responsibility. The study uses a random sample of 385 managers and employees from Iran's industrialized businesses in all regions. The research uses partial least square structure equations modeling to evaluate the suggested framework. The results show that GHRM practices affect corporate social responsibility, green attitudes inside the workplace, and green activities taken by workers. In addition, a green mentality and a commitment to corporate social responsibility encourage environmental activities in the workplace. The green psychosocial environment and corporate social responsibilities are intermediaries between green human resources development and individual green behaviour in Iranian businesses. The study suggests that incorporating sustainability metrics into the human resource management system is vital for achieving a sustainable future in industrial development. The research has important implications for businesses around the world, particularly those in the manufacturing sector, by encouraging them to adopt more environmentally responsive methods, including reducing resource usage. [ABSTRACT FROM AUTHOR]

The present study offers a comprehensive content analysis of the Forward-Looking on Green Human Resources Management (GHRM) research, providing insights into significant findings, determinants, challenges, and future trends of GHRM. The role of GHRM in developing green behaviour and improving environmental performance is becoming increasingly important, with evidence of positive effects on competitive advantage, company sustainability, and employee engagement. In addition, the study underscores the relevance of GHRM for organisational sustainability, focusing on different HRM practices such as recruitment, the Rewards System, and employee involvement. Furthermore, it identifies vital determinants of GHRM, such as integration of technology, effective green HRM policies, employee environmental awareness, top management support, and the promotion of a sustainable organisational culture. In parallel, challenges such as lack of awareness, need for practice change, insufficient training, absence of standard metrics, and cultural boundaries, are recognised. The study delineates promising trends for the future of GHRM, such as technological integration, a stronger focus on training and development, strategic integration of GHRM, broader application across different sectors, increased regulatory compliance, and an emphasis on green employee behaviour. Importantly, the study concludes by acknowledging the critical role of GHRM in promoting environmental sustainability within organisations while advancing employee engagement and performance, underlining the need for further research to solidify the business case for GHRM and contribute to a more sustainable future.

This article provides a bibliometric analysis of Green Human Resource Management (GHRM) practices and their impact on organizational sustainability. The analysis examines 278 publications from the SCOPUS database between 2010 and 2022. The findings indicate that GHRM studies have gained momentum in recent years, with authors like Renwick and Jabbour making significant contributions. Asian nations, particularly Malaysia and China, have emerged as prominent contributors to GHRM research. The study offers insights that can assist academics, managers, and top management in developing GHRM practices to achieve sustainable objectives. However, the analysis has limitations, such as relying solely on the SCOPUS database, and future research should consider using multiple databases and sociograms to explore correlations in the field of GHRM. [Extracted from the article]

Increasing concerns about the human impact on the environment are leading to new challenges for companies and their employees. Specifically, the food industry is facing the need to provide sustainable services, requiring a specialized and skilled workforce. This article presents a case study of an Italian sustainable Small and Medium Enterprise (SME) operating in the food sector in order to determine the drivers of working for this company, the key skills needed, and the Green Human Resource Management practices adopted. A total of 13 semi-structured interviews were conducted with employees and thematically analyzed. The findings showed that soft skills were perceived as more relevant than hard skills, although the food sector is characterized by high technical complexity and subjected to several national and international regulations. Moreover, the crucial role of organizational culture in determining the relevance of soft skills within the company and in fostering the implementation of the holacracy organizational management method emerged. Finally, by detecting the relevance recognized to values and soft skills during the recruitment and selection process, our findings provided some evidence of Green Human Resource Management in sustainable SMEs. [ABSTRACT FROM AUTHOR]

Purpose: The environmental sustainability of manufacturing firms may begin with employees' green initiatives. Consequently, there is a need to examine how green human resource management (GHRM) promotes green creativity among manufacturing employees. This study aims to ascertain whether manufacturing employees' environmental-felt responsibility (EFR) and work engagement with eco-initiatives (WEEI) serve as a serial mediation mechanism for the relationship between GHRM and green creativity. Further, the quality of green communication (QGC) moderated the link of GHRM with EFR and WEEI. Design/methodology/approach: The data were garnered from 408 managers in Pakistani manufacturing firms and analysed using partial least squares structural equation modelling. Findings: The findings revealed a significant and positive association of GHRM with green creativity, EFR and WEEI. Similarly, EFR and WEEI demonstrated significant and positive relationships with green creativity. Furthermore, EFR and WEEI mediated the relationship between GHRM and green creativity. Moreover, this relationship was also serially mediated by EFR and WEEI. Additionally, QGC moderated the relationship of GHRM with EFR and WEEI. Originality/value: Anchored on the self-determination theory integrated with a resource-based view, this study provides novel empirical evidence by investigating the mechanisms and boundary conditions between GHRM and green creativity nexus. [ABSTRACT FROM AUTHOR]

Drawing on the Ability-Motivation-Opportunity, Corporate Environmentalism, and Value Belief Norm theories, this study proposes a framework that focuses on the consequences of green human resource management practices. We collected data from employees (n = 184) in sustainability-focused organizations in the United Arab Emirates. The results suggest that employee green behavior significantly shapes the relationships between environmental orientation, green competence building, green motivation, and organizational business performance. The study results allow us to understand better employee green behaviors and their impact on improving organizational business performance in an emerging nation context. The novelty of this research lies in the presentation of an integrated framework to solve the contemporary challenge facing businesses in promoting the green behaviors of employees. [ABSTRACT FROM AUTHOR]

Recent research on green human resource management suggests that the social exchange process is conducive to employees behaving pro-environmentally. Previous studies have focused exclusively on reciprocal exchange and have largely overlooked the possibility that negotiated exchange also occurs. In this paper, a research model is developed to test whether the effect of green human resource management on employee eco-initiatives through the mediation of supervisory support for the environment is conditioned by felt responsibility for change and negotiated exchanges. Using data from a two-wave study, the findings show that the mediating effect is stronger at high levels of negotiated exchange only for employees displaying low levels of felt responsibility for change. The results also indicate that negotiated exchanges do not intervene in the case of employees exhibiting high levels of felt responsibility for change. This study provides new insights for understanding how social exchange operates in an environmental sustainability context. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to investigate the relationships between green intellectual capital, green human resource management (HRM), and sustainability. Design/methodology/approach: The research is based on information gathered from 112 large Malaysian manufacturing companies. Findings: The study findings revealed that green human capital and green relational capital positively influence green HRM. In addition, green HRM positively related to social, environmental and economic performance. Besides, green HRM positively mediates the relationships between green human capital and economic, social and environmental performance. Finally, green relational capital improves sustainability (economic, environmental, and social performance) mediated by green HRM. Originality/value: The current study contributes to the literature by examining green IC (green human capital, green structural capital, and green relational capital) as an independent variable and green HRM as a mediating variable for sustainability (economic, environmental, and social performance). The findings and recommended for the managers of large manufacturing firms and practitioners to invest in green IC to achieve sustainability through green HRM. [ABSTRACT FROM AUTHOR]

In the twenty-first century, the surge in natural resource consumption and climate change has necessitated stringent measures to ensure ecological integrity and corporate sustainability. Organizations are increasingly adopting green practices, including green human resource management (HRM), green corporate social responsibility (CSR), and the promotion of green firms' image. These strategies are central to fostering sustainable performance and responsible environmental stewardship. These constructs have also elevated consumers' satisfaction and trust in firms' ecological practices. This study employs a quantitative research approach and utilizes convenient sampling methods to explore the ecosystem within the hospitality sector of China. A survey was conducted among middle- and senior-level managers working in top 3-, 4-, and 5-star hotels. The study results demonstrate that green notions are the key to a corporate's sustainable performance. The study reveals that firms' eco-friendly motive ensures the greening of the hotel industry due to their eco-friendly motive. Therefore, companies should be responsible for the environment. They should ensure the implementation of green sustainable practices toward achieving corporate performance. [ABSTRACT FROM AUTHOR]

Corporate environmental sustainability requires two complementary types of green practices—environmental protection hardware (EPH) and environmental protection software (EPS). Stakeholder greening pressures drive implementation; however, corporate responses vary, often lacking the balance and intensity of EPS and EPH needed. This paper explores the role of green human resource management (GHRM) in explaining variations in the implementation of EPH and EPS in response to stakeholders' pro‐environmental pressures. Drawing on stakeholder theory and the ability, motivation, and opportunity (AMO) framework, a mediating role is hypothesized. Empirical findings from Brazil using structural equation modeling reveal that increased green pressure from stakeholders drives the adoption of both types of green practices through a partial mediating role of GHRM that is stronger for EPH than for EPS. The value of this study lies in the consideration of EPH and EPS practices in the same model and expanding stakeholder theory on how stakeholders can improve environmental protection through GHRM. Implications are that organizations can level the field for the balanced application of EPS and EPH with a system of green human resource management practices—training, assessment, rewards, and teamwork—to channel the translation of stakeholder pressures into workplace green outcomes. Limitations, future research ideas, and policy and practice implications are detailed. [ABSTRACT FROM AUTHOR]

The main idea of this paper is to highlight the importance of environmental sustainability along with importance of implementation of green human resource management practices within an organization. Mediating role of pro environmental behaviors between the relationship of green human resource management and green recovery performance is the focus of study. It also looks at the moderating effect of ethical leadership style to achieve enhanced green recovery performance. The approach used for this study is quantitative and deductive. The researcher collected data through an electronic questionnaire and personally administration from 10 industries selected as per convince from PBD. Hayes process was used to analyze the mediating effect. Two hundred and fifty responses used as a sample for this study. The results confirm the findings of previous\researches conducted in other cultures. It also confirms that pro environmental behavior mediates the relationship of green human resource management and green recovery performance, and the Ethical leadership style (ELP) not moderate the relationship between GHRM and GRP and between GHRM and PEB respectively. This research provides guidelines for the researchers, policy makers, and managers. [ABSTRACT FROM AUTHOR]

The increasing importance of environmental sustainability in the corporate sector has led to the emergence of Green Human Resource Management (GHRM) as a crucial area of study and practice. This paper explores the conceptual framework of GHRM, emphasizing the integration of green elements into HRM activities such as job design, recruitment, induction, performance management, training, and rewards. By incorporating environmentally friendly practices, organizations can significantly reduce their carbon footprints and promote sustainable behaviors among employees. The study also examines the practical implications of GHRM, highlighting its potential to enhance employee engagement, improve environmental performance, and contribute to corporate social responsibility (CSR) objectives. Furthermore, the paper discusses the intersection of GHRM with artificial intelligence (AI), offering innovative approaches to streamline processes and encourage eco-friendly behaviors. The findings underscore the importance of aligning HRM practices with sustainability goals to foster a green organizational culture and achieve long-term organizational success. Through the adoption of GHRM practices, organizations can make substantial contributions to environmental conservation and set a positive example in the business community. [ABSTRACT FROM AUTHOR]

Green human resource management (GHRM) is a crucial element of the globally trending topic of green management. Although GHRM has received considerable research attention in recent years, confusion remains regarding its antecedents, the social, and psychological processes through which GHRM influences employee behavior, and the potential outcomes to be derived from its use. This paper aims to disentangle and summarize the components that have been explored in the GHRM-performance relationship. To achieve these goals, we conduct a systematic review based on the preferred reporting items method and then present a series of theoretical approaches to stimulate new debates on theory building and its subsequent use in GHRM research. We also carefully explain information on organizational and employee-level factors that motivate and hinder GHRM and display this information in a visual framework. The implications for practice provide focused recommendations to help managers understand how to create favorable conditions for enhancing sustainability performance. The gaps identified should open the way to new lines of research that still need attention. [ABSTRACT FROM AUTHOR]

The main idea of this study focuses on how green human resource management (GHRM) can be utilized effectively by discovering practical implementation areas in organizations. The purpose of this research is to link GHRM activities with ISO standards, and contribute to effective utilization of GHRM as a result of implementation of ISO standards in organizations, help in wider practical use of both, thus contribute to sustainability and environmental management (EM). Three hundred seventeen studies on GHRM activities were examined in the scan performed using the Scopus database (as an auxiliary step), 10 prominent GHRM activities were selected from these studies, and mapping the 10-item GHRM activity list with ISO standards formed the core body of the study. Methodologically, document analysis--supported by systematic literature review (SLR) and qualitative synthesis/analysis--was used. Separate links were established for each GHRM activity, each has its own findings detailed in its own subsection, and the established links are summarized in figures in Results & Discussion, depicting seven activities on primary link with 10 standards. Although the linkage of GHRM with ISO standards gives the expected result that HRM standards are dominant, the facts expressed by other related standards as a secondary benefit are also important. Along with the EM standard 14001, which is crucial to be employed in the background, it is observed that quality management (QM) and occupational health & safety (OH&S) management has also emerged as supporting fields in connection of GHRM activities with ISO standards. [ABSTRACT FROM AUTHOR]

The emergence of sustainable design has brought attention to the consideration of human behavior in creating environmentally-friendly operations. This study examines the role of the Theory of Planned Behavior (TPB) and the Value-Identity-Personal Norm (VIP) model in shaping employee green behavior (EGB) and explores how green human resource management (GHRM) practices impact EGB. Based on a review of 40 scholarly articles, the study proposes a conceptual model that integrates individual-level constructs from TPB and VIP, and highlights GHRM as an antecedent of EGB at the organizational level, with psychological capital and organizational identity as mediators. The study suggests a multilevel approach to examining EGB, incorporating person-environment interaction, job performance, and motivation theory. Ultimately, the study aims to provide a research agenda that encourages further investigation of the topic.

Examining the impact of green human resource management (GHRM), top management commitment (TMC), and green culture (GC) on green performance (GP) of Palm oil companies (POCs) in Malaysia is the aim of the study. A self-administered structured questionnaire was adapted to collect data. SPSS and Smart-PLS software analyzed the 165 firms’ usable responses. The empirical results found significant positive impacts of GHRM, TMC, and GC on GP. The outcome offers valuable insights into the knowledge domain and practices of GHRM and how it affects the GP of POCs. Moreover, the observed results highlight the importance of GC and TMC in implementing green procedures to create positive GP. To the researchers, no study has explored the relationship between GHRM, TMC, GC, and GP using empirical data from Malaysian POCs. Moreover, this research’s findings enrich the researchers, academicians, and practitioners practically and theoretically.

This article analyzes the subject of wearables and Sustainable Development (SD) in the scientific literature and is an attempt to present possible implications for Green Jobs (GJs) and the green labor market. There is a growing trend toward purchasing new wearable devices among consumers, which are more and more interested in the SD. These devices combine the functions of many other devices using smart technology and connectivity. They can communicate with other wearables or equipment, such as vehicles, machines, and buildings. Wearables have a wide range of applications. They allow monitoring of vital functions, and behavior, display information, improve communication, help to plan daily activities, and aid decision-making. Therefore, these devices are becoming increasingly important in daily life and business. Wearable technology uses the Internet of Things (IoT) and connectivity to synchronize data between devices. From a scientific perspective, it is interesting to explore how wearables are related to the SD in transitioning the economy toward green economy areas. The main goal of this article is to demonstrate the relevance of wearables to SD in scientific literature. Additionally, this paper aims to outline future implications for GJs, green self-employment, green competencies, and the green labor market. The method adopted in this study was a bibliometric review conducted in the Scopus database with the VOSviewer software support. The results are presented in the form of bibliometric maps and keyword tables. The study's results suggest that wearables have been rarely addressed in the context of managing employees in the workplace from the SD perspective. [ABSTRACT FROM AUTHOR]

Using the resource-based view theory, this paper explores the association between green human resource management and green supply chain management. Moreover, the collective impact of green human resource management and green supply chain management on the triple bottom lines (social, environmental, and economic performance) was tested. The current study employed a random sampling technique in evaluating data from 212 firms from the chemical, pharmaceutical, automotive, textile, and food industries. Our main findings include the following. First, green human resource management positively influenced the triple bottom lines. Second, green supply chain management mediates green human resource management and triple bottom lines. Specifically, internal green supply chain management mediates green human resource management practices and sustainable performance. In contrast, external green supply chain management practices only mediate the relationship between green human resource management practices and the environmental and social perspective of sustainable performance. The study provides managerial implications and future recommendations. [ABSTRACT FROM AUTHOR]