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Scholars have recognised the significance of the industrial environmental performance. However, the factors that influence factor environmental performance have received little attention. To fill this gap, and take advantage of the intellectual capital-based perspective theory, this paper analysed the impact of green intellectual capital on environmental performance, in turn, its impact on manufacturing industries' environmental performance. The mediating role of green training and development was also investigated. Cross-sectional data was supplied by 194 workers from Pakistani industrial firms. A partial least squares method was used to analyse the data. Green intellectual capital (green human capital and green structural capital) was found to be positively related to the firm's environmental performance. The green training and development as a mediator were significant with the study's proposed paradigm. The study emphasized green human capital as a critical intangible element for achieving environmental sustainability. It also shed light on the importance of green structural capital, which creates an environment and organisational framework that support corporate environmental stewardship. [ABSTRACT FROM AUTHOR]

To respond more effectively to the current increasingly serious environmental problems, the boundary of corporate social responsibility is expanding. In this context, how to take green responsibility for each stakeholder has become a topic of concern for all sectors of society. However, there is still a gap in research on how green human resource management (GHRM) affects employees' household pro-environmental behavior (PEB) from a cross-domain work–family perspective to achieve CSR more comprehensively. Our study argues that companies can use GHRM across the work–family boundary to influence employees' household pro-environmental behaviors to achieve positive contributions to the social environment. Our study uses 310 questionnaires collected in southeastern China to conduct an empirical analysis and concludes that GHRM can positively shape green attitudes, help employees perceive green subjective norms, and develop green self-efficacy. Consistent with the findings of the Theory of Planned Behavior, individuals' green attitudes, green subjective norms, and green self-efficacy can effectively enhance individuals' household pro-environmental behavioral intentions, which in turn enables the prediction of individuals' household pro-environmental behaviors. In conclusion, our study extends the influence of GHRM to a wider range of non-work domains and points the way to the full realization of corporate social responsibility by companies. In addition, our study emphasizes that with the subtle cultivation of companies, individuals can become fans of green and low-carbon behaviors, and through the widespread implementation of pro-environmental behaviors, it can reach a virtuous circle of environmental protection as a whole. [ABSTRACT FROM AUTHOR]

This study attempted to inspect the influence of green transformational leadership (GTL) on the development of business performance (FP) and environmental performance (EP) in SMEs of Vietnam with a mediating of green innovation (GI). Besides, the current study evaluated the positive impact of GTL on green human resource management (GHRM) and green thinking (GT), and ultimately on GI. The study investigated the hypotheses supplied by 416 survey samples from managers and directors at SMEs using structural equation modeling. Our findings reveal that GTL significantly influences the three green criterias, GHRM, GT, and GI. It investigates the impact of green factors in the context of Vietnamese SMEs. Specifically, the uniqueness of this study lies in examining the mediating role of GI with respect to the link between GTL and EP, FP, to compare how the indirect effects of GTL on EP and FP differ under the same conditions. Besides, the finding highlights that businesses will benefit from continual GI regarding the environment, earnings, and corporate image. Thus, the implications arising from this study and related documents contribute to helping managers understand the needs and benefits of green factors, thereby prioritizing the transmission of green goals to employees via vision and mission, thereby creating a new cultural dimension that contributes to the natural environment's sustainability. Furthermore, managers are urged to recruit, inspire, and provide opportunities for green human resources to use their potential for enhancing green products and processes to build the business and contribute to the environment. [ABSTRACT FROM AUTHOR]

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]

This research explores the effect of Green Human Resource Management (GHRM) practices on employee green behavior (EGB). A conceptual model involving two double-moderations is developed and tested with the data collected from 397 respondents from various industries in India. Hayes's PROCESS macros were used in testing the hypotheses. Consistent with the Ability-Motivation-Opportunity (AMO) and Social Identity Theory (SIT), the green recruitment strategies (GRS) and green institutional initiatives (GII) positively predict EGB. The results indicate that the significant three-way interaction between GRS, employee green training and development (E-GTD), and employee green participation and involvement (E-GPI) influenced EGB. The findings also suggest that the three-way interaction between GII, employee green performance management, appraisal (E-GPMA), employee green compensation, and rewards (E-GCR) influencing the EGB was significant. The implications for green human resource management (G-HRM) and sustainability are discussed. [ABSTRACT FROM AUTHOR]

The significant influence of green human resource management (GHRM) on a firm's environmental performance (EP) has garnered considerable attention in recent literature. Research on GHRM has primarily focused on its impact on employee green behavior or outputs, neglecting its role as an organizational-level resource in facilitating the implementation of environmental strategy (ES). Additionally, limited attention has been paid to the influence of green consciousness (GC) of top managers on this process. Drawing on the resource-based view and upper echelons theory, this study employed a moderated mediation model to explore the relationships among ES, GHRM and GC of top managers. Data were collected from questionnaire responses of 476 senior executives from Chinese warehousing or logistics firms, gathered in three phases using a time-lagged approach. Results indicated that GHRM partially mediates the relationship between ES and EP. Additionally, it was found that GC of top managers moderates the relationship between ES and GHRM, acting as a boundary condition for the mediating effect of GHRM on EP. The study concludes with a discussion of several theoretical and practical implications arising from these findings. [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 current study aims to explore the reality and impact of green human resource management in non-profit organizations operating in the Gulf Cooperation Council (GCC) countries through published scientific studies. The study established several criteria for selecting the literature and found 16 scientific studies that met the adopted criteria. The results showed that most studies on green human resource management in non-profit organizations in the Gulf region were published after the COVID-19 pandemic, specifically in 2022 and beyond. The study also found that Saudi Arabia was the primary source of most of the scientific studies on this topic. The findings revealed that the majority of the studies were conducted in higher education institutions, followed by hospitals and healthcare centers, as well as ministries and governmental agencies. The study found a high level of green human resource management practices in non-profit organizations in the GCC, with positive impacts on various variables, including sustainability, institutional excellence, and innovation. [ABSTRACT FROM AUTHOR]

Implementing green mechanisms has been mandatory to save the environment and for greater organizational profitability, reputation, and eventually competitive advantage in the dynamic and open market. However, employees are the catalysts in implementing green mechanisms, which are diverse and sophisticated; thus, the implementation process includes numerous challenges that are not explored from managerial and nonmanagerial perspectives in the current literature. Drawing on resource‐based theory, this particular qualitative study explores the challenges faced by managerial and nonmanagerial employees working in the Malaysian automotive, electrical and electronics, and construction industries in implementing green human resource management (GHRM) practices. Using a qualitative approach, data were obtained from 48 face‐to‐face semi‐structured interviews. Thematic analysis using NVivo 12 revealed 16 challenges that hinder the implementation of GHRM practices in Malaysian companies. We classified these challenges into three categories: high, moderate, and low. However, the main challenges were the lack of focus on the environment, difficulties in educating employees at different levels, a priority on progress/productivity neglecting the environment, the influence of external forces and the cost of going green. The study has discussed the implications of its findings for both theory and practice, followed by arguments on research limitations and future directions. [ABSTRACT FROM AUTHOR]

Although accumulated evidence has shown that green human resource management (GHRM) has crucial effects on employees' environmental behavior, there is limited research on the underlying mechanisms of the link. Drawing on social information processing theory, we build a multilevel model to test that how and when GHRM has benefits for employees' environmental behavior. For a sample of 866 frontline employees organized into 53 hotels collected from three data sources, we find that GHRM is positively associated with work group green advocacy, which in turn is positively associated with employees' environmental behavior. Moreover, managerial interpretations of environmental issues strengthen the positive effect of work group green advocacy on employees' environmental behavior. Theoretical and practical implications of our results are discussed. [ABSTRACT FROM AUTHOR]

This research examines the influence of green human resource management (green HRM) on employee ecological behaviour (EEB) by drawing on Ability‐Motivation‐Opportunity theory. The mediating roles of green culture and green satisfaction are also investigated. The paper employs a quantitative design using a convenience sampling technique/approach by collecting data using a structured questionnaire from 308 academics working in the Malaysian higher education institutions. Partial least squares‐structural equation modelling is employed to verify the proposed hypotheses. The results demonstrate that green HRM positively impacts green culture and green satisfaction. Furthermore, green satisfaction positively influences EEB, where it fully mediates the association between green HRM and EEB. These results are helpful for HR professionals and senior management in terms of how green HRM may impact employee green outcomes. To date, the literature on green HRM in the higher education context is limited. This study not only enriches the general literature on green HRM but also offers a novel contribution regarding the introduction of green culture and green satisfaction as mediating variables in the association between green HRM and EEB. [ABSTRACT FROM AUTHOR]

This study delved into the intricate relationship between corporate social responsibility (CSR) and employee green behavior, with a specific focus on two critical factors: green human resource management practices and employee green culture. Through a meticulously designed research framework, 300 employees from the banking sector were randomly selected to ensure diverse representation. The empirical outcomes underscored the pivotal role of green human resource management practices as a mediator. These practices act as a bridge, enhancing the positive impact of CSR on employee green behavior. This underscores the significance of aligning human resource strategies with sustainability goals, thus elevating environmental awareness among employees. Employee green culture emerged as a substantial moderator. A nurturing organizational culture that encourages eco‐friendly behaviors significantly strengthened the connection between corporate social responsibility and green behavior among employees. This emphasizes the pivotal role of organizational culture in facilitating the successful implementation of CSR initiatives and fostering a sustainable corporate ethos. [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]

Green human resource management (GHRM) has become an indispensable strategy in green management. As the first step of GHRM, green recruitment and selection (GRS) has been emphasised as the important and probably the only practice to help the firm obtain green human capital directly. However, research has shown that not many firms implement GRS in practice, and there is a lack of studies exploring the barriers to GRS. This study fills this gap by examining the barriers to GRS across different industries in China. It adopted a qualitative and inductive approach, which is relatively rare in the GHRM field. Based on interviews with senior managers, a number of barriers were revealed in relation to the two components of GRS: paperless recruitment and green candidates. More specifically, two new factors that have not been reported in the existing literature were identified: the alignment between the job profile, green practices, and profit orientation. These two factors have both theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Green human resource management (GHRM) has become an indispensable strategy in green management. As the first step of GHRM, green recruitment and selection (GRS) has been emphasised as the important and probably the only practice to help the firm obtain green human capital directly. However, research has shown that not many firms implement GRS in practice, and there is a lack of studies exploring the barriers to GRS. This study fills this gap by examining the barriers to GRS across different industries in China. It adopted a qualitative and inductive approach, which is relatively rare in the GHRM field. Based on interviews with senior managers, a number of barriers were revealed in relation to the two components of GRS: paperless recruitment and green candidates. More specifically, two new factors that have not been reported in the existing literature were identified: the alignment between the job profile, green practices, and profit orientation. These two factors have both theoretical and practical implications.

The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument's psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed. [ABSTRACT FROM AUTHOR]

As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green‐focused knowledge, skills, abilities, and other characteristics and building on leader‐member exchange theory, we examined the effects of leaders' OCBE and WGGA, person‐supervisor fit (PSF), and person‐group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle‐down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies. [ABSTRACT FROM AUTHOR]

Employee proactive pro‐environmental behavior (PEB) has been increasingly emphasized as an essential behavior benefiting the environment and organizational sustainability. Nevertheless, both scholars and practitioners need a fuller yet nuanced understanding of the antecedents and boundary condition of PEB. Drawing from theories of cue consistency and proactivity, we advance an interaction perspective to explain how environmentally specific transformational leadership (ESTL) as guidance and green human resource management (GHRM) as normative practices interact to arouse employee PEB and how three fine‐grained proactive psychological states of green self‐efficacy, environmental self‐accountability, and environmental passion transmit these effects. Two lab experiments constructively offered causal support for our main hypotheses, and a multilevel, multiphase, and multisource field study verified our integrative model and enhanced the generalizability of conclusions. Results indicated that in addition to the direct positive effects, organization‐level GHRM, and individual‐level ESTL also showed a synergy effect in predicting employee PEB. Three differentiated proactive psychological states positively linked the underlying processes, especially in the high‐GHRM context. The findings highlight a multilevel antecedent framework of employee PEB and provide a useful attempt to answer the lingering debate about interactions between leadership and human resource management systems. [ABSTRACT FROM AUTHOR]

Abstract This study investigates the factors influencing employees’ pro-environmental behavior (PEB) within organizations in the United Arab Emirates (UAE), a nation with a strong policy focus on sustainability. Utilizing a questionnaire-based survey of 146 employees in an automotive division of a UAE company and structural equation modeling (SEM), the research examines the impact of green entrepreneurial orientation, green leadership, environmental commitment, and Green Human Resource Management (GHRM) on employees’ willingness to engage in eco-friendly practices at work. The findings reveal that GHRM and green leadership significantly influence employees’ green entrepreneurial orientation, which in turn, alongside environmental commitment, positively impacts PEB. These results emphasize the importance of integrating sustainability into organizational culture, leadership, and human resource practices to foster a workforce that actively participates in environmental initiatives, thereby contributing to the development of sustainable communities and enhancing stakeholder engagement. The study provides valuable insights into the specific factors that drive PEB in the UAE context, where national policies prioritize sustainability, highlighting that the importance of implementing green practices and promoting a supportive environment encourages employees and stakeholders to embrace environmental sustainability. The research also sheds light on the role of green entrepreneurial orientation, suggesting that empowering employees to develop innovative environmental solutions can be a key driver of PEB. The SEM analysis also confirmed the positive impact of GHRM and green leadership on green entrepreneurial orientation. Additionally, green entrepreneurial orientation and environmental commitment were found to significantly influence PEB. These results have practical implications for organizations in the UAE and beyond, emphasizing that by integrating eco-friendly practices and fostering stakeholder engagement, organizations can enhance their environmental performance, strengthen their reputation, and attract environmentally conscious customers and employees, contributing to the development of sustainable communities.

Purpose – The paper aims to present the comprehensive picture on green human resource management (GHRM) based upon bibliometric investigation, including different criteria, such as key authors, documents, keywords, bibliographic coupling (BC), etc. Design/methodology/approach – Bibliometric technique has been used with the application of VOSviewer. Further, the Scopus database has been utilised to extract the research articles. Findings – The present study has exposed the due relevance of GHRM in the area of human resource management (HRM) for researchers as well as practitioners. The study has revealed that number of citations in the area is high from the researchers of China. Also, Jabbour, C.J.C., has been identified as the lead contributor and author from the area with 43 publications and 1,352 citations. The journal of cleaner production has been identified as the journal with the largest number of publications from the area. Also, prominent keywords used in the area are sustainability, GHRM, environmental management, sustainable environment and HRM. Research limitations/implications – The study has offered the comprehensive publication analysis on the area which will assist the researchers in gaining review on topic and development of empirical models. Further, with the utilisation of keywords criterion they can easily explore the publications done in the area. Also, study will help the scholars and researchers to identify the region and countries along with the institutions and universities to pursue research on the GHRM topic. Practical implications – The present study will help the mangers to focus on GHRM with more focus to acquire positive consequences for human resource management. Originality/value – The present paper has presented various new and recent facets associated with the area of GHRM. Previously the similar analysis with bibliometric technique is rarely done with the present Scopus database.

The incorporation of sustainable practices becomes crucial as firms transition from Industry 4.0 to Industry 5.0. Therefore, this systematic review explores the relationship between the two sustainability approaches; Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM) using peer-reviewed studies from 2016-2023, retrieved from Scopus and Web of Science databases. 2016 marks the starting point as the first relevant paper emerged in the literature in that year. The PRISMA approach was used to identify relevant studies, resulting in the inclusion of 30 studies for analysis purposes. The study reveals a growing interest in understanding the relationship between GHRM and GSCM practices and their impact on sustainable performance. The majority of reviewed studies utilized quantitative survey methods, suggesting the need for future research utilizing qualitative and mixed methods for gaining deeper insights. The review indicates that most studies are conducted in emerging countries, and there is a significant gap in research on the relationship between GHRM and GSCM practices in other context. Finally, the study provides valuable insights for practitioners and researchers, emphasising the importance of integrating GHRM and GSCM practices for a sustainable competitive advantage.

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.

This study aimed to illustrate the impact of green human resources management on circular economy performance; the mediator role of green innovation; and the moderator roles of big data analytics and data-driven culture. A total of 438 survey questionnaires were collected from small and medium-sized enterprises from the Pakistani textile sector and evaluated through partial least square-structural equation modelling. The study's outcomes revealed that green human resources management significantly impacts circular economy performance. Similarly, green innovation and big data analytics mediated and moderated between green human resources management and circular economy performance. Nevertheless, data-driven culture is needed to moderate between green human resources management and circular economy performance. The study presented a unique and novel idea of green human resources management concerning circular economy performance – the best solution for sustainable environmental fortification in the current decade while enhancing circular economy performance. [ABSTRACT FROM AUTHOR]

This study aims to analyze the influence of Green Transformational Leadership (GTL) and Green Human Resource Management (GHRM) on Environmental Performance and Green Innovation, as well as the relationship between Green Innovation and Environmental Performance. This study uses a quantitative approach with the partial least squares structural equation modeling (PLS-SEM) analysis method, with Green Innovation as the mediating variable. The study uses primary data collected through questionnaires from 110 employees of PT Induksarana Kemasindo. The results show that GHRM and GTL have a significant role in improving environmental performance and green innovation (Green Innovation) at PT. However, Green Innovation does not function as a significantly mediator between GTL, GHR, and environmental performance. As a practical suggestion, companies need to improve the effectiveness of the GTL by integrating environmental sustainability principles into all aspects of human resource management and creating a work environment that supports Green Innovation. [ABSTRACT FROM AUTHOR]

In light of the escalating necessity for sustainability within Lebanese small to medium-sized enterprises, these organizations are considered contributors to ecological damage. As a consequence, many of these enterprises adopted green human resource management practices encouraging employees toward sustainable behaviors. This is in conformity with the principles of the circular economy that aim to shun resource depletion and resonate with the country's currency devaluation, political instability, and lack of access to resources. Given this background, this study aims to examine the influence of green human resource management practices on organizational pride, brand citizenship behavior, and turnover intention, moderated by individual green values. This study adopted a mixed-methods approach, collecting quantitative data from 202 employees working for small to medium-sized enterprises through a questionnaire, and qualitative insights through semi-structured interviews from eight managers; these were then analyzed using PLS-SEM and thematic analysis. The results showed that green human resource management practices lead to an increase in organizational pride, which positively influences brand citizenship behavior and negatively affects turnover intention. Individual green values positively moderate the aforementioned relationships. Understanding such detailed interrelationships adds insights into the literature of green practices. Moreover, this is the initial empirical investigation that integrates these concepts within the small to medium-sized enterprise context and provides comprehensive insights to stakeholders to enhance sustainability through appropriate human resource management strategies. [ABSTRACT FROM AUTHOR]

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 effect of green human resource management (GHRM) practices on employees' environmental engagement, attitudes, and behaviors is well‐known. What is less known is which GHRM practices can have a positive influence on achieving green performance through the mediating role played by people's engagement. To address the research gaps, this study used mixed‐method research design. In Phase 1, this study focused on the advanced manufacturing context of Italy by surveying 540 managers to develop a multiple regression model and test six different GHRM practices as the hypotheses. In Phase 2, qualitative data analysis was analyzed. Our findings highlighted that GHRM practices connected with awards and compensations did not affect green performance. Conversely, a correlation was observed between achieving green performance and practices such as training, aligning management with the company's strategic environmental goals and objectives, involving managers in the process of defining the goals and objectives, and the green reputation of the company and the managers who can act as environmentally responsible leaders. This study extends social exchange theory and opens new avenues for further research and proposes several practical suggestions for practitioners. [ABSTRACT FROM AUTHOR]

With growing public concerns about ecological issues, it has been increasingly critical for corporations to enhance their green competitive advantages. Utilizing a natural‐resource‐based view of firm and human resource management (HRM) perspective, we propose that green HRM (GHRM) promotes firms' green competitive advantages by facilitating two kinds of green innovation (i.e., green product/process innovation). Via a two‐wave survey study of chief human resources officers (CHOs) and chief financial officers (CFOs) from 69 companies in China, we find support that GHRM positively links to green product and process innovations, each of which will, in turn, have a positive correlation with a green competitive advantage. Moreover, an indirectly positive linkage between GHRM and green competitive advantage via two types of green innovation is also proved. Our study expands current research by demonstrating a positive effect of GHRM in building green competitive advantage and by revealing two parallel mechanisms of such effect. [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]

The rapid growth and expansion of the economy have given rise to several environmental concerns. The hotel industry's activities might be directed to ecological harms such as the diminution of usual resources, global warming, and the emission of various green hazards that lead to wildlife extinction and water, air, light, and industrial pollution. The hotel business can become more environmentally friendly by utilizing employee green service recovery performance to determine which issues are environmentally friendly or unfriendly and are motivated by eco-friendly dedication and sustainable human resource management (GHRM) practices. GHRM encourages employees to be committed to the environment and act sustainably, enabling hotels to enhance their environmental sustainability. The key benefit of this research is to make it easier to understand how integrating GHRM practices improves environmental performance by increasing employees' commitment and behavior in an environmentally friendly manner. The modern study aimed to inspect and assess the effect of green intellectual capital and green commitment on environmental performance with the assistance of employees and managers working in hotels in India. It also investigates how green management of human resources affects how environmentally responsible hotels are. Moreover, Structural Equation Modeling (SEM) will be implemented to continuously evaluate any proposed interlinkages between the latent construct. Empirical findings have revealed that managing sustainable human resources improves employees' commitment to the organization, their environmentally responsible conduct, and the environmental performance of hotels. Before the conclusion, a few of the study's shortcomings and suggestions are presented. [ABSTRACT FROM AUTHOR]

The present investigation centers on the function of Green Human Resource Management (GHRM) in augmenting environmental performance and employee engagement. Organizations use GHRM as a strategic method to deal with environmental concerns that arise from both the inside and the outside. The goal of the study is to emphasize how important GHRM is to creating an ecologically conscious and sustainable workplace. Organizations can enhance environmental performance by lowering waste generation and pollution levels, prioritizing employee engagement, and establishing a safe and healthy work environment. In order to determine whether GHRM, employee engagement, and environmental outcomes are related, the study looks at these relationships in the hopes that applying green practices will increase organizational profitability. In order to avoid greenwashing and match HRM tactics with environmental concerns, the GHRM idea is essential. By underlining the benefits of businesses' environmental actions and the contribution of GHRM in recent advancements, this study adds to the body of literature. [ABSTRACT FROM AUTHOR]

The increasing environmental impact has triggered a global shift towards eco‐friendly business strategies. This study examines the impact of green human resource management (GHRM) and internal green supply chain management (IGSCM) on operational performance within the Ethiopian manufacturing sector. Survey data from 219 large and medium‐sized companies in the leather, textiles, agro processing, and cement industries were analysed using partial least squares structural equation modelling. The findings demonstrate that IGSCM practises, such as eco‐design and internal environmental management, have a positive impact on operational performance. GHRM encourages a culture that supports these practises. Mediation analysis reveals that GHRM indirectly enhances operational performance through IGSCM practises. This study contributes to the existing literature on sustainable HR and supply chain management by emphasising the importance of integrating environmental considerations into HR and supply chain strategies to enhance operational outcomes. Policymakers are encouraged to utilise these findings to develop frameworks that promote environmentally sustainable business practises. [ABSTRACT FROM AUTHOR]

This study aims to determine how green human resource management (GHRM), corporate social responsibility (CSR), green behavior (GB), and employees' environmental knowledge (EEK) impact environmental performance (EP). Using the existing literature associated with each variable, we establish a testable theoretical model for evaluating the proposed relationships. This study is based on quantitative data that is collected on a Likert scale questionnaire with a cross-sectional research technique. With partial least squares structural equation modeling (PLS-SEM), we tested the model with survey responses from 501 participants who worked at the Water and Power Development Authority (WAPDA) in Pakistan. Our analysis revealed that all proposed relationships significantly impacted EP whereby adding a new framework to the body of knowledge and the theoretical implications in the literature. The practical implications of this research are important for the management of WAPDA and the Government of Pakistan (GOP) in achieving the sustainable development goals (SDGs). The future directions of this research are a way to explore the further dark areas in the literature related to EP. [ABSTRACT FROM AUTHOR]