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Journal articles on the topic 'Green Human Resources Management (GHRM)'

Author: Grafiati

Published: 4 June 2025

Last updated: 1 August 2025

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1

Arzamasova, G. S., and I. A. Esaulova. "Green Human Resource Management a Concept of Human Resources Management of Environmentally Responsible Business." Vestnik NSUEM, no. 2 (July 6, 2020): 42–53. http://dx.doi.org/10.34020/2073-6495-2020-2-042-053.

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The article presents an analysis of scientific approaches to human resource management in the context of the environmental sustainability of an organization within the framework of the Green Human Resource Management (GHRM) concept. Two directions of GHRM were identified: an environmentally-oriented approach based on the application of traditional personnel management practices in the environmental management system (recruitment, introduction to work, assessment, training and incentives fo employees), and environmentally-integrated – including a wide range of management policies and practices

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Kehista, Adisya Poeja, Dewi Puspaningtyas Faeni, and Adi Wibowo Noor Fikri. "Pengaruh Konsep Green Human Resources Management, Kepemimpinan Transformasional, dan Komitmen Organisasi terhadap Kinerja Organisasi yang Dimediasi Praktik Implementasi Green Human Resources Management PT XX." Studi Ilmu Manajemen dan Organisasi 5, no. 2 (2024): 255–68. http://dx.doi.org/10.35912/simo.v5i2.3459.

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Purpose: To find out how GHRM, Transformational Leadership and Organizational Commitment have an influence on organizational performance mediated by GHRM implementation practices Research methodology: This study uses a quantitative research method. The sample size based on Slovin's estimate at a 95% confidence level is 100 respondents from 200 employees. In this study, a random sampling technique was used. This study uses the Smart PLS 4.0 program and uses analytical methods in the form of descriptive analysis, validity tests, reliability tests, R-square tests, and hypothesis tests. Results: O

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Pavlova, Anastasia, Hanna Salminen, and Malla Mattila. "GREEN HUMAN RESOURCE MANAGEMENT – AN EMPLOYEE PERSPECTIVE." EURASIAN JOURNAL OF SOCIAL SCIENCES 10, no. 2 (2022): 110–23. http://dx.doi.org/10.15604/ejss.2022.10.02.003.

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In recent years, green human resource management (GHRM) has attracted increasing interest among scholars and practitioners. This study explores employees’ perceptions regarding GHRM and their voluntary pro-environmental behavior in promoting GHRM in their employer organizations. Theoretically, the study builds upon the GHRM perspective and employees’ proenvironmental behavior literature. Empirically, the study utilizes 11 semi-structured interviews that were generated among employees in three different companies located in the Moscow metropolitan area in 2019. The study identifies three differ

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Carolina, Mentari Vindi, Husni Muhamad Rifqi, and Hafinas Halid. "Enhancing the Environmental Performance of Organizations through Green HRM: The Role of Individual Green Behavior." Vol.3, Issue 2, Dec 2022 3, no. 1 (2022): 7–15. http://dx.doi.org/10.55862/asbjv3i1a002.

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Green Human Resource Management (GHRM) has become a primary strategic practice for major businesses with human resource divisions involved in greening the workplace. Green Human Resources Management (GHRM) is described as a set of techniques, plans, strategies, procedures, and practices aimed at encouraging green Employee behavior in ways that promote an environmentally friendly, resource-sustainable, and socially responsible workplace and organization. The phrase Green Human Resource Management (GHRM) refers to an organization's commitment to a broader environmental policy in its business pol

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Mostafa, Bassant Adel, and Reham Saber Saleh. "The Relationship between Green Human Resource Management Practices and Organizational Citizenship Behavior." International Business Research 16, no. 4 (2023): 15. http://dx.doi.org/10.5539/ibr.v16n4p15.

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In an era of green environmental awareness, Green Human Resources Management (GHRM) uses human resources management practices to support green environmental functions. It embraces green environmental concerns by applying human resources initiatives to generate high performance and better efficiency in operations. Although the literature on GHRM is growing, a few studies investigated to what extent green innovative culture (GIC) moderates the relationship between green human resources management practices and organizational citizenship behavior towards the environment (OCBE). To address this re

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Ali, Md Chapol, K. M. Anwarul Islam, Soojin Chung, Nurul Mohammad Zayed, and Mithila Afrin. "A Study of Green Human Resources Management (GHRM) and Green Creativity for Human Resources Professionals." International Journal of Business and Management Future 4, no. 2 (2020): 57–67. http://dx.doi.org/10.46281/ijbmf.v4i2.857.

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The concept of green human resource management has recently combined with ecological management in business, urbanization, industrialization and so many so forth. It is mainly responsible for managing human resources work, and these work conditions are good. Green human resource management procedures are fundamentally used to reduce the carbon impression of each worker and the information capital of the holding association. It also plays role in convincing workers to look after resources, and participate in waste management to control pollution. It is recommended that companies should be more

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Saptaria, Lina, Budi Eko Soetjipto, and Cipto Wardoyo. "Impact of the Implementation of Green Human Resources Management: A Study of Systematic Literature." Ilomata International Journal of Management 3, no. 2 (2022): 264–83. http://dx.doi.org/10.52728/ijjm.v3i2.471.

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The impact of implementing Green Human Resource Management (GHRM) is an important research agenda in human resource management practices in modern business companies. This type of research is descriptive qualitative and uses a systematic literature review approach. The purpose study is to provide an overview of the latest research on the application of GHRM, problems that arise in the application of GHRM, policies and operational steps for implementing GHRM, the impact of implementing GHRM, and recommendations for further research studies on the impact of implementing GHRM in the corporate env

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Makumbe, William. "Green Human Resources Management and Green Performance: A Mediation–Moderation Mechanism for Green Innovation and Green Knowledge Sharing." Sustainability 16, no. 24 (2024): 10849. https://doi.org/10.3390/su162410849.

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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

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9

SHUKLA, SHELLY. "GREEN HUMAN RESOURCES MANAGEMENT: AN IN-DEPTH EXAMINATION OF PRACTICES IN MODERN ORGANIZATIONS." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 04 (2024): 1–5. http://dx.doi.org/10.55041/ijsrem32684.

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Environmental concerns have a significant impact on human resource training for green companies. This chapter introduces Green Human Resource Management (GHRM), an approach to HRM that aims to bring harmony to the interests of individuals, society, and organizations. This paper offers out a theoretical framework for green HR strategies with the goal of increasing efficiency and competitiveness. Keywords: Green Human Resources Management, GHRM, Environmental Sustainability, Corporate Social Responsibility, Green Recruitment, Eco-Friendly Training, Sustainable Employee Engagement, Performance Ma

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ROUCHAM, Benziane, Abdelhak LEFILEF, and Houcine MAHMOUDI. "The Forward-Looking Studies on Green Human Resources Management: A Content Analysis." MANAGEMENT AND ECONOMICS REVIEW 8, no. 3 (2023): 259–75. http://dx.doi.org/10.24818/mer/2023.10-01.

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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

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Setyaningrum, Retno Purwani, and Muafi Muafi. "Green Human Resources Management on Business Performance: The Mediating Role of Green Product Innovation and Environmental Commitment." International Journal of Sustainable Development and Planning 18, no. 1 (2023): 209–20. http://dx.doi.org/10.18280/ijsdp.180122.

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This study aims to empirically examine and analyze the role of Green Human Resource Management (GHRM) and Environmental Management (EM) on Business Performance (BP) mediated by Green Product Innovation (GPI) and Environmental Commitment (EC). This study involved managers in creative industry companies in DKI Jakarta, Indonesia. From the survey conducted, the researchers obtained the research data from 275 questionnaires distributed. Then from all the data, there were 209 questionnaires that could be processed for further analysis. This study utilized the Structural Equation Model (SEM) analysi

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Fatimah and Salwa Nadhira Girindra Nareswari. "Green Human Resources for Green Product Innovation: The Moderating Role of Green Transformational Leadership." Global Conference on Business and Social Sciences Proceeding 16, no. 1 (2024): 64. https://doi.org/10.35609/gcbssproceeding.2024.1(64).

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Environmental pressure and consumer demands have encouraged companies to implement more sustainable production and consumption practices. In this case, companies must consider consumer preferences for environmentally friendly products. Value co-creation theory suggests that the value creation process is a continuous interaction and co-creation of experiences between companies and customers (Liu & Wang, 2024). In addition, stakeholder theory also indicates that individual consumers are stakeholders of a company (Guerci et al., 2016). Drawing on these theories, companies need to respond to c

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Kaymakcı, Serap. "Green Human Resources: Strategies for a Sustainable Future." Journal of Green Technology and Environment 3, no. 1 (2025): 1–6. https://doi.org/10.5281/zenodo.15345428.

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The analysis of the consequences of the Industrial Revolution, which affected various aspects globally including the economy, society and the environment starting with the late 18th century in England, has been in the limelight for quite some time. The exploitation of fossil fuels caused Global warming and greenhouse gases degeneration. Other than that, large scale farming practices that involve the application of heavy pesticides have worsened the situation. The environmental degradation that originated in this time period became the subject of scientific investigation in the twentieth centur

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14

Nelson, Alden, Junaidi Junaidi, and Anthony Sentoso. "Impact Of Green Human Resource Management to Environmental Performance." Jurnal Akuntansi, Keuangan, dan Manajemen 6, no. 3 (2025): 603–17. https://doi.org/10.35912/jakman.v6i3.3898.

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Purpose: This study examines how companies’ environmental performance is affected by Green Human Resource Management (GHRM), with a focus on the moderating influence of corporate environmental ethics and the mediating effect of green organizational culture. Methodology/approach: A quantitative research approach was employed, with data acquired through surveys aimed at organizations implementing GHRM policies. The links between GHRM, green organizational culture, corporate environmental ethics, and environmental performance were examined using path analysis. Results/findings: Green organization

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Bawa, Ramneek Kelsang, Kapil Kathuria, and Rahul Dhiman. "Green Human Resource Management: Proposed Conceptual Model Through Systematic Literature Review." ECS Transactions 107, no. 1 (2022): 3429–48. http://dx.doi.org/10.1149/10701.3429ecst.

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This evaluation serves two goals: to conduct a systematic literature review (SLR) on Green Human Resource Management (GHRM) and to provide a support to facilitate future researchers to examine issues faced during practice of GHRM. Analysis derived from SLR of empirical research papers from 2010 until 2021 published in Scopus-listed journals highlighted strongly favored theories, i.e. the abilities-motivation-opportunities theory and resource-based-view theory. Unveiling research hypothesis that GHRM trainings influences green skills and green behaviors among employees. The literature analysis

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Chaudhary, Richa. "Green human resource management in Indian automobile industry." Journal of Global Responsibility 10, no. 2 (2019): 161–75. http://dx.doi.org/10.1108/jgr-12-2018-0084.

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Purpose This paper aimed to examine the status of implementation of green human resource management (GHRM) practices in Indian automobile Industry. Specifically, the level of implementation of five GHRM practices: green recruitment and selection, green training and development, green performance management, green compensation and rewards and green employee involvement was assessed. In addition, an attempt was made to understand how various GHRM practices influence the task-related and voluntary green performance behaviors of employees. Design/methodology/approach Data were collected from emplo

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B., Praveen. "Green Human Resource Management (GHRM)." GBS Impact: Journal of Multi Disciplinary Research 9, no. 1 (2023): 118–23. http://dx.doi.org/10.58419/gbs.v9i1.912312.

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BRAJER-MARCZAK, Renata, and Katarzyna PIWOWAR-SULEJ. "GREEN HUMAN RESOURCE MANAGEMENT AS AN ELEMENT OF GREEN BUSINESS PROCESS MANAGEMENT." Humanities and Social Sciences quarterly 30, no. 3 (2023): 7–17. http://dx.doi.org/10.7862/rz.2023.hss.23.

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This study aims to answer the following research question: How can green human resource management (GHRM) spur green business process management (GBPM)? It employs a literature review combined with scientific reflection. This work contributes to the development of knowledge by (1) conducting an analysis and synthesis of literature on GBPM, (2) combining the issue of GBPM with GHRM, and (3) showing directions for future empirical research focusing on the linkage between GBPM and GHRM. To the authors’ knowledge, this is the first paper systematically discussing the linkage between GBPM and GHRM.

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19

Ramadhan, Fardhal Virgiawan. "Effectiveness Of Green Human Resources Management Practices On Manufacturing Companies Cikarang." BIMA Journal (Business, Management, & Accounting Journal) 4, no. 2 (2023): 181–88. http://dx.doi.org/10.37638/bima.4.2.181-188.

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Green Human Resources Management (GHRM) is one of the practices for development and maintenance in order to have a significant impact on the preservation of the surrounding environment. Cikarang is one of the areas that has more than 2,125 companies in various industries such as manufacturing and others, so there is a need for awareness in GHRM. This research establishes 5 (five) GHRM indicators in the form of green recruitment and selection, green job analysis and design, green training and development, green performance management and green reward management. This study aims to explain and a

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Fachada, Jéssica, Teresa Rebelo, Paulo Lourenço, Isabel Dimas, and Helena Martins. "Green Human Resource Management: A Bibliometric Analysis." Administrative Sciences 12, no. 3 (2022): 95. http://dx.doi.org/10.3390/admsci12030095.

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Despite the growing attention which green human resource management (GHRM) has been gaining, the field is still remarkably young, and conceptual clarity is yet to be attained. A bibliometric review of GHRM from 2010 to 2020 was conducted on the Web of Science and analyzed using the VOSviewer software package, version 1.6.16 developed by Van Eck and Waltman (Leiden, The Netherlands). The results show the exponential growth of this topic, although there seems to be no consensus regarding its definition, conceptualization and measurement. Concerning its conceptual development, GHRM seems to curre

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Freitas, Wesley Ricardo de Souza, Jorge Henrique Caldeira-Oliveira, Adriano Alves Teixeira, Nelson Oliveira Stefanelli, and Talita Borges Teixeira. "Green human resource management and corporate social responsibility." Benchmarking: An International Journal 27, no. 4 (2020): 1551–69. http://dx.doi.org/10.1108/bij-12-2019-0543.

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PurposeIn the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green huma

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Kania, Dewi. "Green human resource management and green behavior: Mediating work engagement." International Journal of Applied Finance and Business Studies 12, no. 1 (2024): 19–27. http://dx.doi.org/10.35335/ijafibs.v12i1.275.

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Today’s eco-friendly practices have become a particular concern in the business environment. This study aimed to test and analyze how GHRM can affect green behavior mediated by work engagement. This study used quantitative research methods with a PLS-SEM-based causality approach. The sample in this study was 82 respondents at PT. Nikomas is resplendent. The results of this study partially show that GHRM had a significant influence on green behavior; GHRM has a positive and significant effect on work engagement; work engagement produces a positive and significant influence on green behavior, wh

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Alreahi, Mahmoud, Zoltán Bujdosó, Moaaz Kabil, et al. "Green Human Resources Management in the Hotel Industry: A Systematic Review." Sustainability 15, no. 1 (2022): 99. http://dx.doi.org/10.3390/su15010099.

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Green human resources management (GHRM) has proven its efficiency in many industries and services, including the hospitality and hostel industries. Additionally, applying green human resources management practices reflects an organization’s environmental awareness and responsibilities. Given that the adoption of these practices cannot be accomplished without the appropriate support from decision makers, the aim of this paper is to analyze the relationships between green human resources management and the hotel industry, identify the possible barriers they may face and provide decision makers w

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Ahmad, Mauledy, Hapzi Ali, Tri Widyastuti, and Sugeng Suroso. "Impact Green Human Resource Management Towards Environmental Performance." Greenation International Journal of Tourism and Management 2, no. 4 (2024): 279–86. https://doi.org/10.38035/gijtm.v2i4.271.

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Research examining the impact of GHRM on environmental performance is essential to understand the relationship between GHRM and environmental performance. This study is interesting because it provides a comprehensive picture of the importance of the role of GHRM in improving environmental performance. The purpose of this study is to analyze various studies that have been conducted in the past to better understand the impact of GHRM on environmental performance through a systematic literature review. The success of GHRM in an organization is essential to optimize effectiveness, efficiency and c

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Hien*, Pham Thi Thu. "Does Green Human Resources Management Enhance Sustainable Performance? An Empirical Study from Manufacturing Firms." International Journal of Research and Innovation in Social Science IX, no. IV (2025): 1161–67. https://doi.org/10.47772/ijriss.2025.90400089.

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Corporate sustainability has become a strategic priority for enterprises, yet the role of Green Human Resource Management (GHRM) in enhancing sustainable performance remains underexplored. This study investigates how GHRM practices—green recruitment, green training, and green performance management—impact the three dimensions of sustainable performance: environmental, economic, and social performance. Using a quantitative research approach, data were collected from 121 manufacturing enterprises in Hanoi and analyzed using Smart PLS 4 software. The results confirm that all three GHRM components

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Sutisnawati, Yayah. "Analisis Bibliometrik Green Human Resource Management (GRHM) terhadap Kinerja Lingkungan di Perusahaan." JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) 10, no. 1 (2023): 100–111. http://dx.doi.org/10.31289/jkbm.v10i1.10778.

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Green Human Resource Management (GHRM) is a topic of human resource empowerment that leads to sus-tainable systems and the environment. This research was conducted with the aim of identifying the relation-ship between research on GHRM and sustainable environmental performance practices in a company as well as to find new information for further research. To achieve this goal, a bibliometric analysis method was used by collecting 838 research articles that had been published on Google Scholar and were in line with the research object. Bibliometric and overlay analysis carried out by observing t

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Huo, Weiwei, Xianmiao Li, Manyi Zheng, Yan Liu, and Jinyi Yan. "Commitment to Human Resource Management of the Top Management Team for Green Creativity." Sustainability 12, no. 3 (2020): 1008. http://dx.doi.org/10.3390/su12031008.

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Drawing on the upper echelons theory and targeted at Chinese coal enterprises, this research examines the interactions of commitment to human resource management on green creativity, and discusses the mediating mechanism of green human resource management (GHRM) between them. The results show that commitment to human resource management indirectly affects the enterprise of green creativity, while GHRM intermediates the process. Environmental regulation positively regulates the relationship between commitment to human resource management (COHRM) and GHRM, as well as the intermediary role of GHR

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Mannan Johar, Muhammad. "IN-DEPTH REVIEW OF GREEN HUMAN RESOURCE MANAGEMENT ALONG WITH LATEST INITIATIVES." NUST Business Review 5, no. 1 (2023): 1–22. http://dx.doi.org/10.37435/nbr23053001.

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Purpose: The paper aims to review advancements and current literature in the field of Green Human Resource Management (GHRM). It further intends to understand the relationship of GHRM with multiple variables and to highlight multiple green initiatives that organizations can use to further their environmental agenda. Design/Methods: An in-depth review of the literature on GHRM published in referred journals was carried out. Findings: GHRM is important for organizations looking to improve their sustainability and positively impact the environment. The core principle of GHRM is the incorporation

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Assery, Syeh, Narong Hassanee, and Totok Sutrisno. "GREEN HUMAN RESOURCE MANAGEMENT (GHRM) AND GREEN ENTREPRENEURSHIP (GE): A SIMPLE REVIEW." Prosiding dan Call Paper Widya Wiwaha 2, no. 1 (2023): 20–23. https://doi.org/10.32477/semnas.v2i1.898.

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Introduction/Main Objectives: This research is aimed to explore the publication related with Green Human Resource Management (GHRM) and Green Entrepreneurship (GE) in Scopus Database. Background Problems: Many previous studies have studied GHRM and GE, but most have studied them separately or in connection with various other concepts.. Novelty: The novelty of this paper explain about GHRM and GE use simple review. Research Methods: This research method uses SIMPLE, a systematic information for manuscript preparation and literature elaboration proposed by the researcher. Simple analysis is perf

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Hong, Nguyen Thi, Le Trung Hieu, Dang Thi Huong, and Tran Thi Minh Phuong. "Impact of green human resource management on employees’ green behavior in hotels." Heritage and Sustainable Development 6, no. 2 (2024): 639–56. http://dx.doi.org/10.37868/hsd.v6i2.673.

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The purpose of this study is to examine the influence of green human resource management (GHRM) on employees’ green behavior (EGB) in hotels in Vietnam. To fulfill social responsibility towards the environment, many organizations have been paying more attention to GHRM, thereby forming EGB. Especially in today's situation where global warming is increasing, “green” practices should be adopted by organizations, starting from the core of organizations—their human resources. The success of an organization's initiative to sustain environmental sustainability largely depends on promoting green beha

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Allam, Nehal M., and Marwa M. Mansour. "Do Green Human Resource Management Practices Improve Sustainable Performance?" International Journal of Customer Relationship Marketing and Management 15, no. 1 (2024): 1–20. http://dx.doi.org/10.4018/ijcrmm.336915.

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This article explores the role of green human resource management (GHRM) practices in improving the sustainable performance of Egyptian private hospitals. Based on the collected data from 398 workers in Egyptian private hospitals, the results show that Egyptian private hospitals applied GHRM practices with lower level of applying the green compensations, green gob analysis and HR planning, and green recruitment and selection. The results supported the relationship between GHRM practices and sustainable performance with moderate level. This requires Egyptian private hospitals to commit to apply

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Dr, Sushama Sharma. "Green Human Resource Management (GHRM) Practices and Their Impact on Organizational Sustainability." Journal of Advances in Developmental Research 4, no. 2 (2013): 1–10. https://doi.org/10.5281/zenodo.15279567.

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This research paper explores the concept of Green Human Resource Management (GHRM) and its impact on organizational sustainability. As environmental concerns become more pressing, organizations are integrating sustainable practices into their operations, with HR playing a critical role in this transformation. The paper examines various GHRM practices such as green recruitment, training, performance management, and employee engagement, and analyses their contributions to reducing organizational environmental footprints, improving operational efficiency, and fostering a culture of sustainability

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Tsymbaliuk, S., A. Vasylyk, and Kh Stoliaruk. "Green human resource management policies and practices in Ukraine." IOP Conference Series: Earth and Environmental Science 915, no. 1 (2021): 012010. http://dx.doi.org/10.1088/1755-1315/915/1/012010.

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Abstract The main purpose of the study is to assess the development and implementation of GHRM policies and identify prospects for the dissemination of GHRM practices in Ukraine. The results of the survey confirmed the working hypotheses: the practice of developing GHRM policies in Ukraine has not become widespread and there are no effective mechanisms for implementing GHRM policies. The research showed the average level of respondents’ assessment of their awareness of GHRM practices. The study confirmed a lack of effective mechanisms and tools for their implementation: units and employees res

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Heryana, Dadi, Muchammad Nurul Huda, and Amrie Firmansyah. "Green Intellectual Capital Dan Green Human Resource Management: Pendekatan Scoping Review." Journal of Law, Administration, and Social Science 4, no. 3 (2024): 340–51. http://dx.doi.org/10.54957/jolas.v4i3.741.

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Penelitian ini bertujuan untuk mengulas implementasi Green Intellectual Capital (GIC) dan Green Human Resource Management (GHRM). Metode yang digunakan dalam penelitian ini adalah pendekatan scoping review. Data penelitian berupa artikel jurnal penelitian yang berkaitan dengan GIC dan GHRM diperoleh dari berbagai situs indeksasi penelitian yang selanjutnya dilakukan analisis dengan melakukan sintesis terhadap penelitian tersebut. Hasil penelitian menunjukkan bahwa secara konsep GIC terdiri dari 3 aspek yakni Green Human Capital (GHC), Green Structural Capital (GSC), dan Green Relational Capita

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Avrelia Refi Chantika and Masiyah Kholmi. "Green Human Reosurce Management : A Bibiometric Analysis." Green Inflation: International Journal of Management and Strategic Business Leadership 1, no. 3 (2024): 37–44. http://dx.doi.org/10.61132/greeninflation.v1i3.37.

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Green Human Resource Management (GHRM) is a human resource management approach that is increasingly important in the context of organizational sustainability. Bibliometric studies highlight trends, patterns, and developments in GHRM research to provide insight into the contribution and evolution of this concept. This paper presents a bibliometric review of the GHRM literature, exploring research focus, methods used, and directions of development. Bibliometric analysis can help identify research gaps and provide a foundation for the development of more sustainable GHRM theory and practice in th

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Ayu, Mersi Putri, Dina Mellita, Dewi Sartika, and Trisninawati Trisninawati. "Influence of Green Human Resources Management (GHRM) on Employee Green Behavior (Green Lifestyle), Employee Performance, and Company Sustainability." International Journal of Marketing & Human Resource Research 6, no. 2 (2025): 59–80. https://doi.org/10.47747/ijmhrr.v6i2.2661.

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This study aims to assess the effect of Green Human Resource Management (GHRM) on employee green behavior (green lifestyle), employee performance, and corporate sustainability at PT. Northeast Electric Power Construction Project OKI 2. GHRM includes various sustainability-oriented human resource management practices, such as green recruitment, environmental training, environmentally-based performance evaluation, and incentive systems to encourage environmentally friendly behavior in the workplace. This study uses a quantitative approach with a survey method, where data were collected through q

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Marlianingrum, Peggy Ratna, and Indah Aprilia. "Green Human Resources Management to the Work Enviroment at Hotel Puri Jaya Central Jakarta." Indonesian Journal of Applied and Industrial Sciences (ESA) 4, no. 1 (2025): 45–62. https://doi.org/10.55927/esa.v4i1.12749.

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Green Human Resource Management (GHRM) involves various hospitality industries that are closely related such as accommodation/lodging, restaurants, tour guides to maintain the environment and sustainability of a company. This study aims to see the implementation of GHRM that supports the work environment of the hospitality industry and to see the dimensions of GHRM in supporting environmental performance. The method used is quantitative research, using questionnaires distributed to 50 hotel employees. The study's findings indicate that the factors of green recruitment/selection and green train

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Ituriaga, Christian Angelo. "Green Human Resource Management and Organizational Citizenship." International Multidisciplinary Journal of Research for Innovation, Sustainability and Excellece (IMJRISE) 2, no. 1 (2025): 238–51. https://doi.org/10.5281/zenodo.14727830.

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<strong>Abstract:</strong> <strong> </strong> In today’s competitive business landscape, sustainability is paramount, particularly within the tourism sector where organizations must balance financial performance with environmental stewardship. This study investigates the implementation of Green Human Resource Management (GHRM) and Organizational Citizenship Behavior for the Environment (OCBE) among employees of a Filipino hotel chain in Western Visayas. Utilizing an explanatory sequential mixed methods design, the quantitative phase surveyed 41 employees to assess the extent of GHRM

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Malik, Saqib Yaqoob, Yukun Cao, Yasir Hayat Mughal, Ghulam Muhammad Kundi, Mudassir Hayat Mughal, and T. Ramayah. "Pathways towards Sustainability in Organizations: Empirical Evidence on the Role of Green Human Resource Management Practices and Green Intellectual Capital." Sustainability 12, no. 8 (2020): 3228. http://dx.doi.org/10.3390/su12083228.

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According to the resource-based view (RBV), an organization can be viewed as a collection of human, physical and organizational resources. These resources are valuable and inimitable, and are the main source of sustainable competitive advantage and sustained higher performance. Green human resource management (GHRM) practices help organizations to obtaina competitive advantage and align business strategies with the environment. In the same way, increases in environmental awareness and strict implementation of international environmental regulations havea greater impact on business sustainabili

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Tu, Yulong, Qiyan Xiao, Zhiying Liu, and Siying Yin. "Driving Green Development in Manufacturing Enterprises: Green Human Resource Management." Scholars Journal of Economics, Business and Management 11, no. 12 (2024): 404–12. https://doi.org/10.36347/sjebm.2024.v11i12.004.

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As global environmental issues become increasingly serious and public awareness of environmental protection rises, the manufacturing sector—one of the largest contributors to energy consumption and pollution—urgently needs to adopt greener practices. Green human resource management (GHRM) has emerged as a crucial strategy to facilitate this transformation within manufacturing enterprises. This paper emphasizes the importance of various aspects of GHRM, including recruitment and selection, green training, development, green performance management, and green reward practices. It outlines the rel

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Chapagain, Bal Ram, and Sweety Dangol. "Green Human Resource Management Practices in Nepalese Commercial Banks: A Qualitative Inquiry among Human Resource Managers." SAIM Journal of Social Science and Technology 1, no. 1 (2024): 91–105. http://dx.doi.org/10.70320/sacm.2024.v01i01.007.

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Purpose: Considering the growing concerns about green management practices, this study aims to uncover the various facets of green human resource management (GHRM) practices in Nepalese commercial banks. Research Methodology: This study employs an exploratory qualitative research design. Snowball sampling method was adopted to identify the study participants and the data were collected through semistructured interviews with eight human resource managers of Nepalese commercial banks. Braun and Clarke's six-step process of reflexive thematic analysis was used to analyze the data. Findings: The s

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M. Huelgas, Suzie, and Victor A. Arellano. "Green Transformational Leadership, Green Human Resource Management and Green Innovation: Key to Environmental Performance of Selected Port Management Offices of Philippine Ports Authority." International Multidisciplinary Research Journal 3, no. 3 (2021): 48–58. http://dx.doi.org/10.54476/iimrj235.

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Anthropogenic factors are undoubtedly causing damages to the world’s natural resources and disruption to the ecosystem services. As an offshoot of government interventions, sustainable development principle was placed at the core of every development undertaking. This heightened environmental awareness created huge impact to government organizations as pro-environmental behaviors become a prevalent norm. Apparently, Government-Owned and Controlled Corporations (GOCC) in the Philippines have also been implementing programs that are inclined towards environmental protection. This study examined

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Mahapa, Mildred, Ashton Mudzingiri, and Nhamo Mashavira. "Assessing the uptake of green human resource management strategies in Zimbabwe’s private sector organizations." International Journal of Social Science Exceptional Research 2, no. 6 (2023): 01–09. http://dx.doi.org/10.54660/ijsser.2023.2.6.01-09.

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Consented efforts by all stakeholders is now a requirement world-wide to manage the devastating effects of climate change due to environmental mismanagement. Organisations at all levels are now mandatorily requested to adopt practices that are environmentally friendly. In this regard Green Human Resource Management (GHRM) is one practice that human resource practitioners and organisations can embrace for resource utilization and environmental sustainability. GHRM if infused in all human resource practices and policies will lead to an eco-friendly environment that is sustainable.The study asses

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Asghar, Urooj, Youreed Abbas, Naeem Ullah Khan, et al. "Configurational Insights into Achieving Future Sustainability through Green Human Resource Management Practices." South Asian Journal of Social Studies and Economics 21, no. 3 (2024): 31–45. http://dx.doi.org/10.9734/sajsse/2024/v21i3781.

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This study explores the ways in which green human resource management (GHRM) practices, by encouraging environmentally conscious behavior among staff members, contribute to the attainment of future sustainability in organizations. Engaging employees in green projects and implementing eco-friendly practices have become increasingly important as firms look to gain a competitive edge. The effect of GHRM procedures on workers' opinions of their company's dedication to sustainability and pro-environmental conduct, however, has not received much attention from researchers. In particular, the study f

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Chapagain, B. R., and S. Dangol. "Green Human Resource Management Practices in Nepalese Commercial Banks: A Qualitative Inquiry among Human Resource Managers." SAIM Journal of Social Science and Technology 1, no. 1 (2024): 91–105. https://doi.org/10.5281/zenodo.13580295.

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<strong>Purpose: </strong>Considering the growing concerns about green management practices, this study aims to uncover the various facets of green human resource management (GHRM) practices in Nepalese commercial banks.Research Methodology: This study employs an exploratory qualitative research design. Snowball sampling method was adopted to identify the study participants and the data were collected through semi-structured interviews with eight human resource managers of Nepalese commercial banks. Braun and Clarke's six-step process of reflexive thematic analysis was used to analyze the data

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Wardhana, Alex Sandria Jaya, and Muafi Muafi. "Systematic mapping of green human resource management: Bibliometric analysis." Bussecon Review of Social Sciences (2687-2285) 3, no. 4 (2022): 01–10. http://dx.doi.org/10.36096/brss.v3i4.270.

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This study discusses the trend about green human resource management (GHRM) conducted by researchers in international scope. This study aims to understand: (a) the distribution and research links about GHRM in the last 5 years; (b) the level of productivity of GHRM researchers; and (c) the distribution map and international publication of GHRM research according to the keywords. The data collection is done by conducting a data search through Scopus using the keywords of ‘strategic human resource management with the category, article title, abstracts, and keywords during the last five years (20

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Khalequzzaman, Muhammad, Shuxiang Wang, Nana Zhang, and Liya Wang. "Integrating HR, Intellectual Capital, Ambidextrous Innovation, and Environmental Regulation for Sustainable Success in Bangladesh’s Manufacturing Industry." Systems 13, no. 2 (2025): 99. https://doi.org/10.3390/systems13020099.

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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

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Abdelwahed, Nadia Abdelhamid Abdelmegeed, Mohammed A. Al Doghan, and Bahadur Ali Soomro. "Green human resource management and environmental performance among hotels." Corporate & Business Strategy Review 5, no. 1 (2024): 241–53. http://dx.doi.org/10.22495/cbsrv5i1art22.

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The present study explores the connection between green human resource management (GHRM) and environmental performance (EP) directly and indirectly through employees’ eco-friendly behaviour (EFB), environmental values (EVs), and green passion (GP). The study used a quantitative strategy based on the studies of Paillé et al. (2014) and Liu et al. (2023). We collected 288 usable cases through an online questionnaire. Using SmartPLS 4, the findings confirmed a significant positive effect of GHRM on EFB, EP, and EVs. On the one hand, GHRM is found to be a negative predictor of GP. Moreover, factor

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AlNaqbi, Eman, and Faridahwati Mohd Shamsudin. "Greening the UAE workforce: Can green human resource management and domestic environmental regulations support green innovation at the workplace?" Problems and Perspectives in Management 22, no. 1 (2024): 593–604. http://dx.doi.org/10.21511/ppm.22(1).2024.47.

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This study aimed to investigate how legal regulations mediated the relationship between green human resource management (GHRM) practices and innovation in organizations. It assessed the impact of GHRM on employees’ commitment to environmental sustainability through training and communication. Additionally, the study examined how employees’ environmental values influenced their innovative behavior within the organizational context. The study used structural equation modeling and multigroup analysis. A survey was conducted among 246 employees aged 20-59 years and employed in transportation (Etih

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Jayakani, S., and S. Vennila Fathima Rani. "Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai." ComFin Research 12, no. 1 (2024): 21–30. http://dx.doi.org/10.34293/commerce.v12i1.6849.

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Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement

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