Search Results (78)

As climate change consequences intensify, higher education institutions (HEIs) have an opportunity and responsibility to model sustainable operations. This study examines how embracing shared knowledge and inclusion in sustainability decision making facilitates green human resource management (GHRM) efforts to invigorate organizational environmental performance. The study examines the effects of shared and inclusive governance on campus sustainability via a regression model and the mediating role of employee participation via a structural equation modeling approach. The results show that shared governance and inclusive governance positively predict the commitment of HEIs to reducing greenhouse gas emissions, and campus engagement mediates these relationships, underscoring the importance of participation. These findings align with stakeholder theory in demonstrating that diverse voices in decision making can enhance commitment to organizational goals like sustainability. The findings also highlight the importance of shared and inclusive governance arrangements at college campuses not only for ethical reasons but also for achieving desired outcomes like carbon neutrality. For campus leaders striving to “green” their institutions, evaluating cross-departmental representation in governance structures and promoting inclusive cultures that make all students and staff feel welcome appear as important complements to GHRM practices. Full article

This study addresses the critical gap in understanding how internal green capabilities and practices drive environmental sustainability in small and medium-sized enterprises (SMEs), particularly within the context of a developing economy. While prior studies have explored green intellectual capital (GIC), green human resource management (GHRM), and green innovation separately, their combined effects and mechanisms have been underexplored. Grounded in the Resource-Based View (RBV), this research examines how GIC and GHRM influence environmental performance, considering green innovation as a mediating factor and green transformational leadership as a moderating factor. Data were collected through a structured questionnaire from 329 manufacturing SMEs in major industrial regions of Pakistan and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings demonstrate that GIC and GHRM significantly enhance environmental performance both directly and indirectly via green innovation, while green transformational leadership strengthens the effect of GHRM on innovation. These results provide practical insights for managers and policymakers in developing countries to implement integrated green strategies and leadership development to achieve sustainability targets. Given its focus on Pakistani SMEs, the generalizability of the findings may be limited, suggesting directions for future research in other cultural and economic settings. Full article

Green Human Resource Management (GHRM) has garnered widespread international attention, yet the GHRM practices implementation and the challenges they face in African organisations remain underexplored. Given that the majority of GHRM studies in the African context have been published over the past four years, there is a clear need for a systematic review of the literature on GHRM in this region. This review examines 23 studies to identify which GHRM topics have been explored in the African context and what theories and methodologies have been adopted in these studies. Drawing from the selected literature, a conceptual framework is established to facilitate a more structured understanding of GHRM practices within the African context, which finds that GHRM works as an organisational subsystem embedded within broader institutional, environmental, and socio-economic systems. In the concluding section, this review paper further highlights the key gaps in the existing research and offers recommendations for future studies related to GHRM implementation in African organisations. This review paper contributes to the growing body of knowledge in both the theoretical and practical areas of GHRM, while also contributing to the broader goal of sustainable development in Africa. Full article

With increasing global attention on environmental sustainability, fostering employees’ green creativity has become crucial for organizations. However, the high costs and complexity of green initiatives frequently result in superficial measures rather than genuine innovation, creating a contradiction between corporate green rhetoric and actual practices. Drawing on cue consistency theory and social information processing theory, this study examines how the inconsistent implementation of green human resource management (GHRM) and organizational green innovation (OGI) impacts employees’ green creativity, with uncertainty perception as a critical psychological mediator. Data were collected from 410 employees across diverse industries using structured surveys and we validated the model through polynomial regression and response surface analysis. We found that both green human resource management and organizational green innovation were positively correlated with employees’ green creativity. Perceived uncertainty mediated the relationship between their synergistic effects and green creativity. Notably, alignment between green human resource management and organizational green innovation amplified their positive impact on green creativity. When the two were misaligned, their combined effect on employees’ green creativity exhibited a U−shaped relationship. This study demonstrates that organizations should implement coherent environmental strategies that align GHRM with OGI to foster sustainable innovation in practice. Full article

The purpose of this study was to conduct a systematic literature review to investigate how GHRM impacts organizational performance measures related to social impact, environmental performance, sustainable performance, firm performance, and/or green innovation. Following the PRISMA 2020 protocol process, a total of 180 studies were identified that met the search criteria. Utilizing AI tools and Excel, a bibliometric analysis was conducted that assessed publication trends such as the year of publication, academic journal, study country, and industry. The second stage of analyses assessing the reported results on the key performance measures was conducted on 136 of the 180 studies where full texts were available to the authors. The analysis showed that there has been a large increase in the number of publications over the last three years, particularly in Asia and the Middle East. Further, the results show that GRHM has a direct positive impact on environmental performance, sustainability goals/sustainable performance, and green innovation. The impact of GHRM on firm financial performance is less clear as this relationship is more indirect than direct. This paper is one of the first reviews that examines the relationship between strategic organizational-level performance measures and GHRM. The review also identifies gaps in the literature, recommendations for best practices in measurement, and future directions for research. Full article

The integration of Industry 4.0 technologies, Circular Economy (CE) principles, and Green Human Resource Management (GHRM) offers transformative potential to address global sustainability challenges. Industry 4.0, characterized by advanced digital technologies like IoT, Additive Manufacturing (AM), and Big Data Analytics (BDAA), enhances operational efficiency, resource optimization, and waste minimization. Concurrently, CE redefines economic models through resource conservation, lifecycle extension, and reduced environmental impact, supported by frameworks like ReSOLVE. GHRM aligns human resource practices with sustainability objectives, fostering Green behaviors and embedding environmental considerations into organizational culture. Despite the individual benefits of these frameworks, their combined application remains underexplored, with limited research on their systemic integration. This study addresses this gap by examining the synergies between Industry 4.0 technologies, CE principles, and GHRM strategies, identifying opportunities and challenges in their implementation. A theoretical model is proposed, emphasizing systemic innovation, resource efficiency, and collaborative value chains as key enablers of sustainable development. The model highlights the necessity of aligning technological advancements with human-centric approaches to overcome behavioral, organizational, and infrastructural barriers in transitioning toward sustainability. The findings offer practical insights for policymakers and industry leaders, outlining strategies for integrating Industry 4.0 with CE and GHRM to drive sustainability transitions. By synthesizing technological, environmental, and human resource dimensions, this research contributes both theoretically and practically, positioning organizations to enhance sustainability while maintaining competitiveness in evolving economic landscapes. Full article

The increasing emphasis on environmental sustainability in organizations has underscored the need to understand how human resource practices shape employee environmental behaviors and perceptions. This scoping review examines the relationship between Green Human Resource Management (GHRM) practices and Green Psychological Climate (GPC), analyzing their combined impact on organizational environmental outcomes through the Abilities–Motivation–Opportunities (AMO) framework. Following PRISMA-P guidelines, 16 empirical studies published between 2017 and 2024 were systematically reviewed. Findings reveal strong positive associations between GHRM and GPC, with green pay and rewards, performance management, and training emerging as key drivers. GPC acts as a critical mediating mechanism, facilitating the translation of GHRM initiatives into enhanced environmental performance and voluntary green behaviors. The effectiveness of these relationships is influenced by organizational factors (e.g., ethical leadership, green culture) and individual characteristics (e.g., environmental sensitivity, age). Through the AMO lens, the results suggest that an integrated GHRM system that enhances employees’ abilities, motivation, and opportunities creates synergistic effects, fostering a sustainability-oriented climate and reinforcing pro-environmental behaviors. These findings contribute to the theoretical understanding of sustainability-oriented HRM while offering practical insights for organizations seeking to align human resource practices with environmental objectives. Full article

This study investigates the impact of Green Human Resource Management (GHRM) practices on employees’ pro-environmental behaviors (PEBs) across multiple sectors in China, including production and manufacturing, real estate, financial services, and IT industries. Data were collected from 492 participants through online and offline surveys conducted between June and August 2024, ensuring a comprehensive and representative sample. The findings reveal that GHRM significantly enhances employees’ PEBs, with green mindfulness and knowledge sharing as critical mediating mechanisms. These mediators amplify the effectiveness of GHRM by fostering deeper environmental awareness and encouraging the exchange of eco-friendly practices among employees. By integrating GHRM with knowledge management processes, the study highlights how organizations can strategically leverage HR practices to strengthen their environmental performance and foster a culture of sustainability. By emphasizing the pivotal roles of green knowledge sharing and environmental awareness, this research underscores their significance in bridging the gap between organizational practices and sustainability outcomes. The insights derived contribute to advancing theoretical understanding and practical applications of green knowledge management and sustainability, offering a robust framework for businesses seeking to align their operations with global environmental goals. Full article

This study investigates the impact of green human resource management (GHRM) practices on organizational resilience (OR) and organizational sustainability (ORS) in Pakistan’s banking sector, with a focus on the mediating and moderating roles of resilience and organizational learning (ORL), respectively. Utilizing a cross-sectional, quantitative research design and data analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM), the findings confirm that core GHRM practices, including green recruitment, training, compensation, performance appraisal, and employee involvement, significantly enhancing organizational adaptability and pro-environmental behavior. OR is shown to strongly contribute to ORS, underscoring resilience as a foundational element for sustainable performance. Additionally, ORL amplifies GHRM’s positive impact on OR, revealing that a culture of learning further strengthens the resilience benefits of GHRM. This study enriches the GHRM and sustainability literature by elucidating the synergistic roles of resilience and learning in fostering sustainability, and offers practical insights for HR managers aiming to integrate GHRM into strategic frameworks. The findings emphasize the critical role of green HR practices in bolstering resilience and adapting to environmental challenges in emerging markets. Full article

This study critically examines the mediating role of employees’ eco-friendly behavior (EFB) and the moderating role of green organizational support (GOS) within the relationship between green human resource management (GHRM) and environmental performance (EP) in Turkey’s hospitality sector. As the global hospitality industry grapples with its significant environmental footprint, this research addresses an acute need for empirically grounded insights into how organizational strategies and employee behaviors can be leveraged to achieve sustainability objectives. The study draws on primary data collected from 346 employees across multiple five-star hotels in Turkey. Data collection was facilitated through structured surveys, and analysis employed confirmatory factor analysis and structural equation modeling. Results provide evidence for EFB’s mediating role and GOS’s moderating effects. Findings underscore the need for comprehensive GHRM strategies synergized with robust GOS systems to foster employee commitment to sustainability goals. Full article

This study aims to investigate the influence of Green Human Resources Management practices and greenwashing on the three pillars of sustainability—social, environmental, and economic. The moderating role of age and gender as individual characteristics and managerial position and sector as professional characteristics is also analyzed. A convenience sample of 232 respondents was used. Path analysis was employed to assess hypothesized relationships in the proposed model. Results suggest that different Green Human Resources Management practices influence social, environmental, and economic dimensions and individual and professional characteristics play a pivotal role in this relationship. Specifically, it is important to highlight the importance of green performance management and rewards and the non-significant influence of green training. Greenwashing seems to be a determinant of social and economic sustainability. The results emphasize that, for organizations to boost their employees’ perception of the three pillars of organizational sustainability, they must be aware of the specificities of their workforce and act accordingly. This work is relevant because it emphasizes the unique role of each GHRM practice as an antecedent of sustainability. It also contributes to the understanding that specific individual and professional characteristics affect the employees’ perception of sustainability. Full article

This study examines how environmental regulation (ER), green intellectual capital (GIC), green human resource management (GHRM), and green ambidextrous innovation (GAI) contribute to enhancing the sustainable performance (SP) of manufacturing firms. Using a quantitative approach, data from 472 managers of green garment manufacturing firms in Bangladesh were analyzed with SmartPLS4 software. The results indicate that GHRM and GIC positively impact SP, with GIC exerting a stronger influence on GAI—encompassing green exploitative innovation (EIGI) and green exploratory innovation (ERGI)—compared to GHRM. Additionally, GAI positively affects SP and serves as a partial mediator in the GIC-SP relationship but not in the GHRM-SP relationship. ER negatively moderates the GHRM-SP and GHRM-GAI links, while it positively moderates the GIC-GAI relationship, albeit weakly in the GIC-SP connection. This study highlights GAI’s mediating roles in the GHRM-SP (specifically, GHRM-EIGI-SP and GHRM-ERGI-SP) and GIC-SP (specifically, GIC-EIGI-SP and GIC-ERGI-SP) relationships within a regulatory context. By introducing fresh perspectives, this research advances green management studies, offering valuable insights for academics and industry professionals. It provides a strategic framework for firms to navigate regulations, foster innovation, optimize human and intangible resources, and enhance sustainable performance, thereby positioning themselves as leaders in the global market. Full article

Green Human Resource Management (GHRM) has emerged as a critical study area, particularly because of its implications for employee well-being and citizenship behavior. This research aims to unravel the intricate relationships between GHRM practices, employee motivation, sustainability, well-being, and citizenship behavior within the hotel industry. Employing Ability–Motivation–Opportunity (AMO) theory as a foundational framework, a comprehensive model is developed and tested with data collected from four hundred ten hotel employees. Utilizing a cross-sectional methodology and employing the Structural Equation Modeling (SEM) technique for hypothesis testing, this study reveals a substantial positive impact of GHRM on employee motivation, sustainability, well-being, and citizenship behavior. The findings of this research carry significant practical implications for the hotel industry, urging investment in GHRM practices. The investment can enhance employees’ understanding of the hotel’s green management initiatives, fostering motivation and encouraging proactive involvement in environmental protection and resource conservation. This study emphasizes the need for the hotel industry within the hospitality sector to prioritize the adoption of green HRM, highlighting its potential to elevate employee engagement and contribute to the sustainability of environmentally conscious practices. Furthermore, this paper recommends that the hotel industry reinforce sustainable practices among its workforce through training initiatives and environmental awareness seminars. Full article

As the ‘green version’ of the Human Resources Management concept is under-explored, this investigation sought to examine the effect of intervening variables on the relationship between Green Human Resources Management (GHRM) and green performance in the SME sector. Drawing upon the Ability Motivation theory, this study examined green innovation as a mediator and green knowledge sharing as a moderator of the GHRM–green performance relationship. This study employed the partial least square structural equation modelling (PLS-SEM) to analyse 364 responses from senior managers in the SME sector in Zimbabwe. The empirical results confirmed that while GHRM profoundly impacted green performance, green innovation partially mediated the relationship between the two variables. Study results also established that green knowledge sharing positively moderated the relationship between GHRM and green innovation. This research signifies the effect of GHRM, green knowledge sharing, and green innovation on the SME’s sustainability and environmental management performance. These results are essential for managerial decision-making. Full article

This study empirically investigates whether board internationalization enhances corporate ESG performance, using data from Chinese listed companies from 2012 to 2022. The findings indicate that the introduction of foreign directors significantly improves corporate ESG performance, a conclusion that holds robust after various checks and addressing endogeneity concerns. Further analysis reveals that the positive impact of board internationalization on ESG performance is stronger in samples with older average management age and in high-pollution enterprises. By using Chinese companies as an example, this research uncovers the relationship between board internationalization and ESG performance, offering empirical evidence on how emerging market companies can enhance ESG performance through global human resource management. Full article