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Green human resource management: A comprehensive review and future

research agenda
Article in International Journal of Manpower · September 2019

DOI: 10.1108/IJM-07-2019-0350.
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Green human
Green human resource resource
management: a comprehensive management
review and future research agenda

Nhat Tan Pham
Faculty of Management and Economics,
Received 28 July 2019
Tomas Bata University in Zlín, Zlín, Czech Republic Revised 8 September 2019
Hung Trong Hoang Accepted 9 September 2019
College of Economics, Faculty of Business Administration,

Hue University, Hue City, Vietnam, and
Quyen Phu Thi Phan
Faculty of Marketing, University of Economics,
The University of Danang, Danang City, Vietnam and
Faculty of Management and Economics,
Tomas Bata University in Zlín, Zlín, Czech Republic
Abstract
Purpose – Green human resource management (GHRM), seen as a current research trend, plays an important
role in organizations’ sustainable development strategies. However, there is still a research gap in the
systematization and integration of the available GHRM-related knowledge to suggest detailed future directions.
Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing
detailed research gaps and agendas for future study.
Design/methodology/approach – First, this work reviews 74 articles, including 61 research/empirical
articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases.
These publications are then coded and classified into ten categories before the main findings linked with
GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed
recommendations and a research framework for further studies.
Findings – Analysis of the relevant literature is presented in the following main sections: an overview that
illustrates the existing findings related to GHRM coded and classified; a description that stresses research
gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a
future research agenda.
Originality/value – This review is important for researchers orient the research in GHRM by identifying
research gaps and providing detailed recommendations. It is the first work that proposes a full research
framework for future studies, especially suggestions of development related to green behavior outside of
organizations, the circular economy, and technology based perspectives/Industry 4.0.
Keywords Human resource management, Sustainable development, Systematic literature review,
Green human resource management, Future research agenda
Paper type Literature review
1. Introduction
Concern for environmental protection and the implementation of environmental and cleaner
production policies is increasing ( Jabbour, 2013). Environmental pressures have stimulated
organizations’ awareness of meeting increased demands from consumers and the market, as
well as the law (Pham, Tučková and Jabbour, 2019). Therefore, organizations are now more
responsible for sustainable outcomes in general and specifically for the environmental
effects caused by their activities (Koberg and Longoni, 2019), especially the role of human International Journal of Manpower
resource management (HRM). HRM elements are critical to enhancing sustainability in © Emerald Publishing Limited
0143-7720
organizations, and in this aspect such elements are understood as “green human resource DOI 10.1108/IJM-07-2019-0350
IJM management” (GHRM) (Renwick et al., 2013), which has recently emerged as a new research
trend ( Jabbour and De Sousa Jabbour, 2016).
Discussion of the concept of GHRM was begun by a small number of previous scholars
( Jabbour and Santos, 2008). It has been noted that the term has attracted more and more
scholars in recent years. The effects of GHRM practices on corporate environmental
performance have been explored in prior studies (Masri and Jaaron, 2017; Kim et al., 2019).
There have been a number of studies investigating the links between GHRM practices and
green supply chain management (GSCM) ( Jabbour et al., 2017; Nejati et al., 2017), as well as
green behavior (Pinzone et al., 2016; Pham, Tučková and Jabbour, 2019). In addition to
quantitative studies, there have been several literature reviews on GHRM conducted by
prior scholars (e.g. Renwick et al., 2013; Ren et al., 2018).
Regarding published literature reviews, although a number of recent reviews have
attempted to understand the effects of GHRM practices and their antecedents and
consequences on the sustainability of an organization, there remains a lack of a literature
review providing a complete overview capable of proposing a research framework for future
investigations. In terms of recent literature reviews, Renwick et al.’s (2013) study provides a
clear concept of GHRM practices based on the three components of developing green ability,
motivating green employees and providing green opportunity. This paper was one of the first
publications on GHRM, and its contribution to a future research framework only makes the
suggestion that further papers need to concentrate on the roles of GHRM processes and
internal aspects of organizations (e.g. firm performance and environmental performance).
More recently, on the theoretical basis of the function-based perspective, Ren et al. (2018) have
addressed the necessity for measurement and conceptualization of GHRM, as well as offering a
research framework for GHRM-related antecedents, contingencies and results. Ren et al.’s
publication has provided many research opportunities for researchers. However, their
suggestions for future investigations have concentrated on the influences of external pressures
(e.g. external stakeholder expectations, law and regulations) and antecedents and
consequences of GHRM which are related to internal perspectives (e.g. green behavior,
commitment and performance). Yong, Yusliza and Fawehinmi (2019), Yong, Yusliza, Ramayah
and Fawehinmi (2019) have proposed critical suggestions for further studies on the green
management strategy. Their review has given essential contributions through addressing the
recommendations based on analysis of a general area of GHRM literature (e.g. review and
implementation of GHRM, the outcome of GHRM at individual and organizational levels),
methodologies and theories applied, and national context. Despite its importance, this review
has undeveloped the role of the external environment, technology based perspectives, the
circular economy as well as the important outcomes of GHRM application (e.g. green attitude/
behavior outside the organization, green human capital, corporate social responsibility (CSR)
and reviewing outcomes of GHRM application needs a more detailed analysis.
GSCM-also seen as an important aspect of the roadmap toward the circular economy
and Industry 4.0 (De Sousa Jabbour et al., 2018) has attracted researchers. Jabbour and
De Sousa Jabbour’s (2016) review provide a research agenda for integrating GHRM and
GSCM. Although this work provides interesting implications on the integration of GHRM
and GSCM for scholars and practitioners to enhance sustainability, GSCM is only one of
many antecedents and consequences of GHRM, and the GHRM perspective therefore needs
to be further investigated. In general, the existing literature reviews have not yet included: a
complete and detailed review of what has been explored by published papers to date and
what scholars need to devote further attention to (e.g. future researchers may be encouraged
to focus on examining job descriptions and analysis and green organizational learning,
instead of only green training and rewards, or conducting empirical research in Africa
instead of only in Asia, Europe and America); and a review that concentrates on new
perspectives, such as green behavior outside of organizations, the circular economy, and
technology based perspectives/Industry 4.0 (e.g. big data, Internet of Things), which are Green human
currently considered to be emerging research trends (De Sousa Jabbour et al., 2018). resource
On these grounds, it is necessary to conduct a study aimed at systematizing and management
integrating the available GHRM-related knowledge in order to propose research gaps and
agendas for future study. The originality of this review is to address two abovementioned
limitations of previous papers by: analyzing entirely in detail continents, industries/economic
sectors, GHRM practices applied, and the consequences of GHRM application toward both
individual and organizational levels, especially new perspectives such as green attitude and
behavior outside of the organization, the circular economy, and technology based perspective/
Industry 4.0; and identifying research gaps and proposing detailed future directions in the
GHRM perspective. Consequently, this research addresses the following research questions:
RQ1. What have published studies explored to date?
RQ2. What are the research gaps to guide the framework for studies on HRM in the future?
This work contributes to the existing literature on GHRM as follows:
• Although there have been some previous reviews of GHRM literature, our paper
focuses on an overview of relevant publications in GHRM and other aspects related to
available knowledge in the GHRM field. Thus, this review is important in identifying
research gaps and making detailed recommendations that may be meaningful for
scholars in this field.
• This work is, to our knowledge, the first review that proposes a full research framework
for future works aimed at filling the detailed research gaps and develops the body of
knowledge in HRM in general and GHRM in particular. Importantly, whereas existing
literature typically explores the consequences of GHRM which are linked with internal
perspectives (e.g. green behavior and corporate green performance), our paper suggests
new recommendations related to green behavior outside of organizations, the circular
economy, technology based perspectives/Industry 4.0.
2. A brief background on green human resource management

GHRM is defined as the HRM-related aspects of environmental management (EM), and
focuses on the role of HRM in pollution prevention through an organization’s operational
processes (Renwick et al., 2013). GHRM practices involve both traditional HRM practices
which are aligned with environmental goals and their strategic HRM dimensions in
organizations (Gholami et al., 2016). The importance of greening HRM practices has been
recognized; for example, Jackson and Seo (2010) state that the Academy of Management (USA)
has chosen the topic “Green Management Matters” as the theme of its annual conference.
Therefore, scholars have begun to consider the application of GHRM in organizations as a
new research trend in EM, aimed at organizing HRM practices ( Jabbour et al., 2015).
According to Renwick et al. (2013), three components of GHRM practices may be
developed. Recent scholars following Renwick et al. have taken on and applied these
components (Table I), which are: developing green ability (recruitment and selection,
training and development, job description); motivating green employees (performance
management/appraisal; pay and reward system); and providing green opportunities
(employee involvement and empowerment, supportive climate/culture, unions’ role in EM,
organizational learning) (e.g. Moraes et al., 2018; Tang et al., 2018).
3. Research methodology and procedures

This study employs a systematic review to investigate the research gaps of previous studies
in this field, which are then used to guide the research framework for future research.
IJM Additional
GHRM practice Definition references
Recruitment/selection The highlighting of environmental aspects in recruitment Ren et al. (2018),

and selection processes (Longoni et al., 2018) Zaid et al. (2018)
Training and Policies to heighten employees’ environmental awareness, to Jabbour (2013),
development equip them with environmental skills, and to raise green Guerci, Longoni
ability and expertise for employees in the organization and Luzzini (2016),
(Renwick et al., 2013) Pham et al. (2019),
Saeed et al. (2018)
Job description and The inclusion of environmental issues in employees’ job Renwick et al.
analysis descriptions, linked not only to their usual activities but also (2013), Roscoe
further environmental obligations in their work et al. (2019)
( Jabbour et al., 2010)
Performance Policies for monitoring and evaluating employees’ Gupta (2018),
management/appraisal performance in terms of attaining environmental goals Longoni et al.
(Govindarajulu and Daily, 2004) (2018)
Pay and reward system A system of monetary and non-monetary rewards for those Masri and Jaaron
who contribute toward environmental management goals (2017), Gupta
( Jabbour et al., 2010) (2018)
Employee involvement An HRM system aimed at providing opportunities for Pinzone et al.
and empowerment employees to participate in environmental management (2016), Tang et al.
initiatives and activities (Gupta, 2018) (2018)
Organizational culture An organization’s assumptions, values, symbols and artifacts Jabbour and
reflecting their desire or need to pursue environmentally Santos (2008),
sustainable goals (Harris and Crane, 2002) Masri and Jaaron
(2017), Gupta
(2018)
Role of unions in Trade unions’ encouragement of top management to create Gholami et al.
environmental new environment-related jobs and extend their sphere of (2016)
management influence at work (Renwick et al., 2013)
Organizational learning Managerial levels’ development of environment-related Jabbour and
knowledge acquisition, discussion, ideas and information Santos (2008)
sharing ( Jabbour et al., 2010)
Work-life balance Work-life balance is defined as an employee’s working- Ren et al. (2018)
private life balance in relation to green values, attitudes and
Table I. behavior (Muster and Schrader, 2011)
Brief descriptions of Green health and safety Green health and safety also emphasizes employees’ lives
green human resource through health and safety procedures aligned with
management practices environmental management (Shah, 2019)
The systematic literature review process aims to indicate the theoretical perspectives and
the main characteristics of published papers, as well as to portray emerging issues and
identify challenges in order to propose a future framework (Amui et al., 2017). Similarly, a
literature review helps scholars to classify and summarize prior studies (Tseng et al., 2019)
and identify gaps and limitations in the existing literature. Therefore, the literature review
method is suitable to be applied in this study to answer the research questions.
In order to conduct this study, a number of steps are involved, following the suggestions
of Junior and Godinho Filho (2010), Jabbour (2013) and Amui et al. (2017):
• Step 1: we conducted a survey based on reputable databases to collect published
papers related to GHRM.
• Step 2: we developed a classification system using structured coding and applied this
system in order to clarify and present GHRM-related existing knowledge.
• Step 3: from the papers identified and analyzed in Step 2, we identified the main findings.
• Step 4: the research gaps were analyzed in order to propose the research framework Green human
for future study. resource
The first step was implemented between January 2018 and August 2019. To identify the relevant management
data, we selected publications (research and review articles) through the ISI Web of Science and
Scopus databases, which are the two most reputable scientific databases globally. These
databases have been used for data collection in prior systematic review studies (e.g. Amui et al.,
2017). To achieve an effective search for GHRM, it was necessary to plan a set of search
keywords. We conducted this work by searching for the appearance of keywords in papers’
titles, abstracts, and text. The keywords selected were related to the scope of this paper and
included the themes of GHRM. The words used to search in this study were as follows:
• “Green human resource management,” “GHRM,” “green HRM,” “greening HRM,”
“green human resource”.
• “Environmental human resource management,” “environmental HRM”.
• “Environmental management & human resource management,” “environmental
management & HRM,” “sustainability & human resource management,”
“sustainability & HRM.”
Although keywords, including “Environmental management & human resource
management,” “environmental management & HRM,” “sustainability & human resource
management,” “sustainability & HRM,” were not directly linked GHRM, they helped authors
search some publications related to the GRHM literature. Therefore, we decided to use such
keywords for searching published papers on this field.
A total of 325 publications in English were found through this search.
The next step is to screen the initial data. This study only chose journal papers, as
articles published in journals are common resources used to obtain information and new
findings (Ngai et al., 2008). Jabbour et al. (2018) also support this method, because journal
articles are available in full for in-depth analysis. Thus, documents, such as conference
papers and editorial material, were discarded. As a result, 228 articles remained after this
initial refinement. We also continued the search by reviewing citations from published
papers or reputable authors in the GHRM field (e.g. Jabbour C.J.C.; Renwick D.W.S). This
was intended to avoid omissions in the previous searching process and ensure a better
search result. At the end of this stage, five additional relevant articles were found.
A process of determination is necessary to sort those papers suitable for systematic
review. The titles and abstracts of the 233 publications identified were first read in order to
choose papers which were relevant to GHRM. Each of these papers was then carefully
analyzed through the in-depth reading stage. In this way, we excluded 159 papers, leaving
74 potential publications, including 13 review papers and 61 research papers, called as
empirical papers, to be considered for further analysis. To investigate the insights of these
articles in order to explore research gaps and make proposals for future studies, we chose to
focus on empirical papers; thus, 61 publications were ultimately analyzed in-depth.
4. Classification and coding

After the collection of publications, the selected articles were classified and coded. The
classification scheme followed ten major subjects, including: national contexts, continents,
research methods, industries/economic sectors, GHRM practices applied, the role of GHRM
for employees, the roles of GHRM for organizations, the role of the external environment,
technology based perspective/Industry 4.0 and the circular economy.
Classification and coding of these categories was performed based on previous
publications and recent emerging issues. Specifically, the categories “national contexts,”
“continents,” “research methods,” “industries/economic sectors” were created following
IJM Amui et al. (2017) suggestion. For the categories “GHRM practices applied,” “the role of
GHRM for employees” and “the role of GHRM for organizations,” although there remains a
lack of previous review papers analyzing those categories, classification and coding of such
categories are necessary to identify in details what published papers have done and future
works need to concentrate on. To avoid mistakes of the classification and coding, prior
papers need to be assessed carefully. Therefore, we reviewed those publications in order to
select categories and items. The category of GHRM practices applied reflect three core
components, including developing green ability, creating green motivation, and providing
green opportunities for employees (Renwick et al., 2013). Items of this category were chosen
by reviewing theoretical studies such as Jabbour et al. (2010), Renwick et al. (2013), Ren et al.
(2018) and empirical works (e.g. Gupta, 2018). For instance, Ren et al. (2018) have proposed
GHRM practices such as recruitment and selection, training and development, performance
management, compensation or pay and reward system, employee involvement,
empowerment and work-life balance. Additionally, previous studies have addressed job
description and organizational learning ( Jabbour et al., 2010), organizational culture and the
role of unions in EM (Renwick et al., 2013) and green health and safety (Shah, 2019). Based
on such GHRM practices, 11 items were classified and coded in Table II.
In terms of the role of GHRM for employees, an effective GHRM policy may stimulate
employees’ green attitude and behavior (e.g. commitment, organizational citizenship
behavior for the environment (OCBE), green competences, job performance and turnover
(Ren et al., 2018). Green practices also influence employees’ green human capital (e.g.
environmental knowledge, skills, capabilities) (Chen, 2008), and their green attitude and
behavior outside the organization (Rayner and Morgan, 2018). On the basis of such outputs,
a group of five items was categorized in Table II. For the role of GHRM for the organization,
it was classified and coded into 12 items (see Table II) based on theoretical suggestions and
empirical outputs of GHRM application; for instance, environmental performance (e.g.
Zhang et al., 2019; Moraes et al., 2018), organizational performance and financial
performance (e.g. Longoni et al., 2018; Zaid et al., 2018), sustainable performance (e.g. Singh
and El-Kassar, 2019; Zaid et al., 2018).
Similarly, in accordance with Ren et al. (2018), we proposed the category “the role of the
external environment.” Although there are very few GHRM-linked publications focusing on
both aspects of “technology based perspective/Industry 4.0,” on the basis of previous works
(e.g. Dao et al., 2011; Liboni et al., 2019), we recognize the importance of this category toward
the application of GHRM and organizations’ environmental sustainability. Similarly,
following the arguments of Jabbour et al. (2018), we suggest that the integration of HRM and
the circular economy is necessary to improve sustainability, and thus propose the last
category of “the circular economy.”
The categories were numbered from 1 to 10 as follows with letters (A, B, C, D and so on)
utilized to further code within each category (Table II).
5. Findings
5.1 Descriptive statistics
This work analyzes 74 publications. The authors also examine publication trends based on an
analysis of the number of publications per year (Figure 1), the distribution of publications by
journal (Figure 2) and the quantity of publications by country (Figure 3). Using the ISI Web of
Science and Scopus databases, we collected papers published in Journals between 2008 and
2019 ( from January to August). Figure 1 illustrates the distribution of published articles
per year. It seems that increasing scholarly interest in the GHRM field can be recognized by
the fact that 42 papers (56.76 percent) were published from January 2018 to August 2019. With
19 articles (25.68 percent) found in 2018, and this upward trend takes a peak (23 articles –
31.01 percent) and continues to be observed in the first eight months of 2019.
Classifications Codes
Green human
resource
1. National contexts management
Developed countries 1.A
Developing countries 1.B
Multi-countries 1.C
2. Continents
America 2.A
Europe 2.B
Asia 2.C
Oceania 2.D
Africa 2.E
3. Research methods
Quantitative 3.A
Qualitative 3.B
Mixed-methods 3.C
Empirical 3.D
Theoretical 3.E
Survey 3.F
Case study/interview 3.G
4. Industries/economic sectors
Manufacturing 4.A
Service 4.B
Multi-industries 4.C
Not applicable 4.D
5. GHRM practices
Recruitment/selection 5.A
Training/development 5.B
Job description/analysis 5.C
Performance management/appraisals 5.D
Pay and reward system 5.E
Employee involvement and empowerment, teamwork 5.F
Organizational culture 5.G
Role of unions in environmental management 5.H
Organizational learning 5.I
Work-life balance 5.J
Green health and safety 5.K
General GHRM 5.L
6. The role of GHRM for employees
Green human capital (e.g. skill, knowledge, ability) 6.A
Green passion/attitude/behavior (e.g. commitment, organizational citizenship behavior for the 6.B
environment (OCBE))
Green employee performance 6.C
Employee satisfaction/job performance/turnover 6.D
Green attitude/behavior/activities outside the organization 6.E
7. The roles of GHRM for organizations
Environmental performance 7.A
Organizational performance/financial performance 7.B
Sustainable performance and development 7.C
Green reputation/organizational reputation and attractiveness 7.D
Service quality/customer satisfaction 7.E
Collective green attitude/behavior 7.F
Table II.
Classifications
(continued ) and codes
IJM Classifications Codes
Green innovation 7.H

Green intellectual capital 7.I
Implementation, practical contribution, challenges and drivers of GHRM and environmental 7.J
management system
Levels of green management maturity 7.K
Corporate social responsibility (CSR) (adoption, performance) 7.L
Attracting candidates and job intention 7.M
8. The role of the external environment
External stakeholder expectations (e.g. authorities, customers, suppliers) 8.A
Laws and regulations 8.B
Environmental activists and NGOs 8.C
National cultural values 8.D
9. Technology-based perspective/Industry 4.0
Big data/Information Technology (IT) systems 9.A
Industry 4.0 (Internet of Things, Cloud manufacturing, Cyber-physical systems, Additive 9.B
manufacturing)
10. The Circular economy
Sustainable/green supply chain management 10.A
Sustainable/green consumption 10.B
Table II. General Circular economy 10.C
2019 (January-August) 23
2018 19
2016 11
2017 6
2013 4
2015 3
2008 2
2011 2
2012 2
2010 1
Figure 1. 2014 1
Distribution of
publication per year Note: n = 74 papers including 61 research/empirical articles and 13
review articles
Regardless of the number of articles published by journal as summarized in Figure 2, the most
popular journals are the Journal of Cleaner Production (17 publications – 22.97 percent) and
the International Journal of Human Resource Management (nine publications – 12.16 percent).
Additionally, journals which accepted GHRM-related articles include Corporate Social
Responsibility and Environmental Management ( four papers – 5.41 percent), the Journal of
Business Ethics (three papers – 4.05 percent), Business Strategy and the Environment (three
papers – 4.05 percent), Benchmaking: An International Journal (three papers – 4.05 percent),
German Journal of Human Resource Management (two papers – 2.7 percent), Sustainability
(two papers – 2.7 percent), Asia Pacific Journal of Human Resources (two papers – 2.7 percent)
the Journal of Environmental Management (two papers – 2.7 percent), the International Journal
of Production Economics (two papers – 2.7 percent) and the Journal of Sustainable Tourism
Journal of Cleaner Production 17 Green human
International Journal of Human Resource... 9 resource
Corporate Social Responsibility and... 4 management
Journal of Business Ethics 3
Business Strategy and the Environment 3
Benchmarking: An International Journal 3
German Journal of Human Resource... 2
Sustainability 2
Asia Pacific Journal of Human Resources 2
Journal of Environmental Management 2
International Journal of Production Economics 2 Figure 2.
Journal of Sustainable Tourism 2 Quantity of published
papers by journal
Notes: n = 74 papers. Journals presented have at least two articles
Brazil 8
China 8
Italy 6
India 6
Vietnam 5
Malaysia 5
UK 5
Pakistan 3
Egypt 3
Figure 3.
Germany 3 Distribution
of publication
Notes: n = 61 research/empirical articles. Countries presented by country
have at least three articles
(two papers – 2.7 percent). This suggests that such works have been accepted not only in
disciplinary journals focusing on HRM such as the International Journal of Human Resource
Management, but also in interdisciplinary journals which integrate different research
scopes, including both HRM and EM; for example, the Journal of Cleaner Production. This is
consistent with the current trend, which emphasizes interdisciplinary research activities
and outcomes.
By analyzing 61 empirical publications, Figure 3 depicts the number of publications
conducted by country. As presented, Brazil and China lead the number of published papers
in GHRM field with eight publications (13.11 percent), followed by Italy and India (six
papers per nation – 9.84 percent), Vietnam, Malaysia and the UK ( five papers – 8.20 percent)
and Pakistan, Egypt and Germany (three papers each – 4.92 percent).
5.2 Insights of green human resource management

The 61 papers selected for this analysis stage are empirical publications aimed at exploring
insights of GHRM application in organizations; subsequently, in order to identify the
research gaps in the existing literature and to propose a research framework, we thoroughly
analyzed these texts. Through this process, ten categories were formed, based on the results
of the classifications and codes.
IJM In the first category, the published papers were organized by national context. Following
Amui et al. (2017), national context is seen as an important element which needs to be
considered. The result, shown in Figure 4, depicts that the majority of works have been
conducted in developing countries, with 42 publications (68.85 percent). This is entirely
appropriate with the results of publication by country, which present many publications
from developing countries such as Brazil, China, India, Vietnam and Malaysia.
The second category, the number of papers organized by continent, is emphasized by
Tseng et al. (2019). Figure 5 illustrates that Asia has the highest number of GHRM-linked
papers (35 publications – 37.38 percent), followed by Europe (14 papers – 22.95 percent) and
America (ten papers – 16.39 percent). Many of these works are distributed in China,
India, Malaysia, Vietnam (Asia), UK, Italy (Europe) and Brazil (America). Meanwhile,
there are few publications based in Africa (three papers – 4.92 percent) and Oceania (two
papers – 3.28 percent).
Regarding the third category, research methods, papers were classified as quantitative,
qualitative, mixed-methods, empirical, theoretical, survey and case study/interview,
as suggested by Amui et al. (2017). Figure 6 demonstrates that most publications apply
the quantitative method (53 works – 86.89 percent) and survey technique (53 works –
86.89 percent) from a total of 61 empirical papers. By contrast, 12 papers (19.67 percent)
42
17
2
Figure 4.
Distribution of 1.C 1.A 1.B
national contexts
Note: n = 61 research/empirical papers
35
14
10
2 3
Figure 5.
Distribution 2.D 2.E 2.A 2.B 2.C
of continents
61
53 53
12 12
0 4
Figure 6.
Distribution of 3.E 3.C 3.G 3.B 3.F 3.A 3.D
research methods
utilized qualitative methods and the case study/interview technique, while four works Green human
(6.56 percent) chose mixed-methods for carrying out these studies. resource
Regarding the fourth category, the distribution of industry/economic sectors as management
addressed by Amui et al. (2017), Figure 7 shows the balance among different industries.
Publications based in the manufacturing sector top the list with 22 publications
(36.07 percent), followed by service and multi-industries (17 papers – 27.87 percent).
For the fifth category, we analyze which GHRM practices were applied in organizations.
These green practices were summarized from previous studies (e.g. Renwick et al., 2013;
Gupta, 2018). Based on the results of Figure 8, among the 61 papers selected for this
analysis, green training/development (42 papers – 68.85 percent) is the most prevalent
practice in the GHRM literature. Increasing green practices such as green pay and reward
system (30–49.18 percent), green employee relations (involvement, empowerment,
teamwork) (28), green performance management/appraisals (28–45.90 percent) and green
recruitment/selection (27–44.26 percent) were also observed in the existing literature.
In total, 17 publications (27.87 percent) investigated the role of GHRM through a general
construct; for example, Kim et al. (2019) measure GHRM by applying a general factor instead
of independent green practices (e.g. training, pay and reward). Figure 11 also shows a
limited number of prior articles that apply job description/analysis (11–18.03 percent)
and green organizational culture (10–16.39 percent). Meanwhile, the three remaining
practices – organizational leaning (2–3.28 percent), both green health and safety and the role
of union in EM (1–1.64 percent), and work-life balance (0–0 percent) – continue a big gap for
further studies.
HRM practices are important to increasing individuals’ outcomes (Edgar et al., 2018; Nam
and Lee, 2018), there are publications extending it in green context. With the sixth category,
we examine the role of GHRM application for employees (e.g. green attitude and
behavior, green human capital), as illustrated in several published papers (Ren et al., 2018;
22
17 17
5
Figure 7.
4.D 4.C 4.B 4.A Distribution of
industries sectors
42
30
27 28 28
17
10 11
1 1 2
0
5.J 5.H 5.K 5.I 5.G 5.C 5.L 5.A 5.F 5.D 5.E 5.B Figure 8.
GHRM practices
IJM Kim et al., 2019). As analyzed in Figure 9, with 21 articles (33.42 percent), the relationship
between GHRM practices and green attitude/behavior (e.g. OCBE, commitment) is the most
interesting topic for scholars. However, there are very few articles that study the role of
GHRM in enhancing employee satisfaction/job performance/turnover (3–4.92 percent), green
employee performance (2–3.28 percent), both green attitude/behavior/activities outside the
organization and green human capital (1–1.64 percent).
Concerning the seventh category, the role of GHRM application in organizations (e.g.
environmental performance, firm performance, reputation, CSR), Figure 10 indicates that
corporate environmental performance is seen as the most popular subject, appearing in
17 published studies (27.87 percent), followed by a few publications which consider
implementation, practical contribution, challenges and drivers of GHRM and EM systems
(7–11.46 percent), organizational performance/financial performance (6–9.85 percent), and
sustainable performance and development (4–6.56 percent). Only very few scholars who
have explored the roles of GHRM in organizations include the factors of attracting
candidates and job intention (3–4.92 percent), levels of green management maturity
(2–3.28 percent), CSR strategy (2–3.28 percent), green reputation/organizational reputation
and attractiveness (1–1.64 percent), green innovation/innovation (1–1.64 percent), green
intellectual capital (1–1.64 percent), service quality/customer satisfaction (0–0 percent), and
collective green attitude/behavior (0–0 percent).
Regarding the eighth category, relating to the influence of the external environment (e.g.
external stakeholder expectations, laws and regulations, environmental activists and NGOs,
national cultural values), Figure 11 depicts that there are very few publications in this
category. Indeed, there is only two papers (3.28 percent), conducted by Guerci, Longoni and
Luzzini (2016) and Yu et al. (2020), which illustrate the linkages between GHRM and two
factors of the external environment: external stakeholder expectations and laws and
regulations; and the environmental cooperation with customers and suppliers, respectively.
21
3
2
1 1
Figure 9.
The role of GHRM 6.E 6.A 6.C 6.D 6.B
for employees
17
6 6
3 4
2 2 2
Figure 10. 0 0 1 1
The role of GHRM 7.E 7.F 7.H 7.I 7.K 7.L 7.D 7.M 7.C 7.J 7.B 7.A
for organizations
Similarly, in the ninth category, visualized in Figure 12, although the roles of the Green human
technological perspective and Industry 4.0 (e.g. IT systems, big data, Internet of Things, resource
cloud manufacturing, cyber-physical systems, additive manufacturing) in organization’s management
HRM activities have been emphasized recently (Dao et al., 2011; Liboni et al., 2019) we found
only one paper (1.64 percent), by Singh and El-Kassar (2019), which investigates the
interaction between GHRM application and Big data, influencing sustainable performance.
For the last category, relating to the role of the circular economy, following previous
works (e.g. De Sousa Jabbour et al., 2018), we emphasize both sustainable/GSCM and
sustainable/green consumption as two important processes of the circular economy.
Figure 13 indicates that only eight publications (13.11 percent) linked with sustainable/
GSCM and GHRM practices have been found. By contrast, the existing literature contains no
articles investigating the linkage between GHRM practices and sustainable/green
consumption as well as the circular economy.
6. Emerging gaps, recommendations and research framework for future study

This process discusses the analysis results, with the intention of responding to the research
objectives. The purpose of this study is to address research gaps based on the existing
literature in the GHRM field and to guide the future research agenda. A systematic literature
review has been conducted to highlight the following research questions:
RQ1. What have published studies explored to date?
RQ2. What are the research gaps to guide the framework for studies on HRM in the future?
0 0 Figure 11.
8.C 8.D 8.B 8.A The role of the
external environment
0 Figure 12.
9.B 9.A Technology based
perspective/Industry 4.0
0 0
10.B 10.C 10.A Figure 13.
The circular economy
IJM Figure 14 depicts emerging research issues and recommendations for further studies.
The results of the first category point out a research opportunity for scholars to
investigate the application of GHRM and its role in multi-country studies. Comparative
analysis between developing and developed countries is necessary to deeply explore the
new insights of GHRM practices. This is in line with Baughn et al.’s (2007) conclusion
which stresses the important role of a nation’s economic development in supporting CSR
policies, especially in environmental and social aspects. In developed countries, firms’
environment-related policies and activities are strictly supervised by authorities and
governments as well as consumers. Therefore, companies always follow environmental
laws and regulations as necessary conditions or as a sustainable development strategy.
Meanwhile, although developing nations have been trying to manage environmental
issues, barriers such as weak infrastructure, illogical policies and unsuccessful
environmental regulation, as well as financial and human challenges, have caused
difficulty for organizations in implementing EM systems; for example, ISO 14001
(Massoud et al., 2010). Thus, research exploring differences and similarities
between developed and developing countries in applying GHRM should be
investigated. On this basis:
Recommendation 1: further studies are needed to compare GHRM application and its roles in
different national contexts.
Analysis of the second category indicates that scholars have paid more attention to GHRM
works in Asia, Europe and America than in Oceania and Africa. This limitation provides
research opportunities for researchers in investigating GHRM practices in Oceania and
Africa. For example, in the case of Africa, Hardoy et al. (2013) emphasize the serious
environmental degradation and environment-linked humanitarian disasters in developing
countries, especially in Africa, which are key concerns of their governments and
communities. The solutions to reduced environmental protection should be a focus of
governments, organizations and scholars in Africa. In addition, following institutional
Research methods/techniques
Quantitative 3.A
Continents Qualitative 3.B
America 2.A Mixed-methods 3.C
National contexts Industries/economic sectors
Europe 2.B Empirical 3.D
Developed countries 1.A Manufacturing 4.A
Asia 2.C Theoretical 3.E
Developing countries 1.B Oceania 2.D Survey 3.F Service 4.B
Multi-countries 1.C Africa 2.E Case study/interview 3.G Multi-industries 4.C
The role of GHRM for organizations

GHRM practices Environmental performance 7.A
Recruitment/selection 5.A Organizational performance/financial 7.B
Training/development 5.B performance
Job description/analysis 5.C Sustainable performance/development 7.C
Performance management/appraisals 5.D Green reputation/organizational 7.D
Pay and Reward system 5.E The role of GHRM for employees reputation and attractiveness
Employee involvement and empowerment 5.F Green human capital 6.A Service quality/customer satisfaction 7.E
Organizational culture 5.G Green passion/attitude/behavior 6.B Collective green attitude/behavior 7.F
Role of union in environmental 5.H Green innovation 7.H
Green employee performance 6.C
management Green intellectual capital 7.I
Employee satisfaction/job 6.D Implementation, practical contribution, 7.J
Organizational leaning 5.I performance/turnover
Work-life balance 5.J challenges and drivers of GHRM and
Green attitude/behavior/activities 6.E environmental management system
Green health and safety 5.K
outside the organization Levels of green management maturity 7.K
General GHRM 5.L
CSR strategy 7.L
Attracting candidates and job intention 7.M
The role of the external environment

The Circular economy Technology based perspective/Industry 4.0 External stakeholder expectation 8.A
Sustainable/green SCM 10.A Big data/IT system 9.A
Figure 14. Sustainable/green consumption 10.B Industry 4.0 (IoT, additive & cloud 9.B
Law and regulations 8.B
Environmental activists, NGOs 8.C
Framework for future General Circular economy 10.C manufacturing, Cyber-physicalsystem) National culture values 8.D
research agenda
Note: Bold-italic rows are the main aspects suggested for further study
theory (Meyer and Rowan, 1977), different external factors (social and environmental) Green human
among different nations can lead to varying effects on firms’ decisions and management resource
activities. Thus, although there are GHRM-related publications found in Asia, Europe and management
America, it is critical to conduct further studies in Africa and Oceania. Consequently:
Recommendation 2: further studies need to investigate GHRM application and its roles in
organizations in Africa and Oceania.
The third category, regarding research methods and techniques, shows a variety of methods
and techniques being applied. Based on the existing literature, quantitative methods, empirical
studies, theoretical studies and surveys have been commonly chosen. However, there is a lack
of publications employing qualitative methods, mixed-methods, and case study/interview
techniques, which need to be considered, although some scholars have recently begun to focus
on GHRM with a qualitative approach (e.g. Pham, Tučková and Jabbour, 2019; Jabbour et al.,
2017). Following Saunders et al.’s (2009) arguments, due to the complexity of GHRM application
in organizations, qualitative methods should be adopted in further studies aimed at gaining a
comprehensive and deep understanding of GHRM implementation and its roles. In addition, a
mixed-methodology is desirable to gain a clear understanding of the complexity of the research
problem; for example, GHRM application, and provide better findings and advances validity
and reliability (Pham, Tučková and Jabbour, 2019). Thus:
Recommendation 3: further studies need to apply qualitative methods, mixed-methods and case
study/interview techniques.
For the fourth category, manufacturing is the most commonly studied industry/economic
sector in previous publications, followed by multi-industries and the service sector. From the
analyzed results, while the literature on GHRM has motivated scholars to focus on all
industries, a limited number of empirical works have compared sustainability in HRM among
industries; for example considering the manufacturing and service sectors together. This is
entirely in line with Ren et al.’s (2018) arguments, which suggest the role of industry/economic
sector as an important moderator influencing GHRM application and its contributions in
organizations. We argue that firms working in different industries typically follow dissimilar
internal policies and regulations for environmental protection, leading to dissimilar green
skills/practices utilized and their contributions. For instance, hotel staff need to concentrate on
identifying hazardous waste and saving water and energy consumption at hotels; meanwhile,
workers in agricultural companies need to understand how to save water and energy for
watering trees and to reduce the negative environmental impact of pesticides. Thus:
Recommendation 4: further studies need to compare GHRM application and its roles in different
industries/economic sectors (e.g. manufacturing and service sector).
In the fifth category, the findings reveal the limitations of investigating the application of
certain GHRM practices in organizations, such as green organizational culture, job
description and analysis, green organizational learning, green health and safety, work-life
balance and the role of unions in EM. This provides research guidance for future
investigations. The importance of these GHRM practices is suggested by a few prior
publications (e.g. Renwick et al., 2013). For instance, green organizational learning helps
stimulate the sharing of EM-linked ideas and information ( Jabbour et al., 2010), while
policies for green health and safety administration lead to green initiatives to decrease
employees’ stress and work-related sickness, linking environmental issues (Shah, 2019).
Even so, however, there are still few empirical works focusing on these areas. Thus:
Recommendation 5: further studies need to explore the implementation and roles of suggested
GHRM practices (e.g. green organizational culture, job description and analysis, green
organizational learning, green health and safety, work-life balance, and the role of unions in EM).
IJM Regarding the sixth category, the absence of publications aimed at investigating the roles of
GHRM application toward employees, such as green employee performance, employee
satisfaction/job performance/turnover, green attitude/behavior/activities outside of the
organization and green human capital should be considered by scholars. Following Katou
and Budhwar’s (2010) arguments, it is argued that GHRM policies may play a key role in
unlocking employees’ green outcomes, categorized as employee green performance,
employee satisfaction, job performance and turnover. For green activities outside of firms
(e.g. home, supermarket), based on the theory of planned behavior (TPB) (Ajzen, 1991) and
its several extensions, we argue that the application of GHRM practices in firms – for
example, green training – advances employees’ environmental awareness, knowledge
and skills ( Jabbour et al., 2010; Daily et al., 2012), and motivates individuals’ green
behavior/attitudes (Pham, Tučková and Jabbour, 2019), which in turn stimulate employees’
concern for green activities even outside of the company context (e.g. purchasing
bio-products at supermarket, sorting waste at home). With green human capital, defined as
employees’ environmental knowledge, skills, capabilities, experience, attitude, wisdom,
creativity and commitments, etc., these are embedded in the employee, not in the
organization (Chen, 2008). Although there are no published papers comprehensively
studying the linkage between GHRM and green human capital, Chen (2008) also implies that
green human capital may be influenced by green practices such as training and education.
Thus it is possible to suggest a number of research opportunities encapsulated as
Recommendation 6:
• Recommendation 6.1: further studies need to explore the effects of GHRM practices on green
employee performance, employee satisfaction, job performance and turnover.
• Recommendation 6.2: further studies need to explore the effects of GHRM practices on
employees’ green attitude/behavior/activities outside of the organization.
• Recommendation 6.3: further studies need to explore the effects of GHRM practices on
employees’ green human capital.
With the seventh category, based on the available knowledge of GHRM, the subjects of levels
of green management maturity, green reputation/organizational reputation and
attractiveness, green innovation, collective green attitude/behavior, service quality/customer
satisfaction, green intellectual capital, CSR strategy, and attracting candidates and job
intention have not emerged as popular topics until recently. First, green management
maturity has three levels, including the reactive level, the preventive level and the proactive
level, which are affected by not only technical but also human aspects ( Jabbour, 2015).
Jabbour also emphasizes the role of GHRM practices, especially green training, in boosting the
green management maturity of organizations. Second, following Ren et al.’s (2018)
suggestions, we argue that an effective policy of GHRM application may stimulate
organizations’ green innovation, collective green attitude/behavior, green reputation/
organizational reputation and attractiveness, and service quality/customer satisfaction.
Third, organizations’ green intellectual capital is considered as an environmental concept that
an organization has to comply environmental regulation, meet increasing consumers’ green
awareness, and make organization’s value (Yong, Yusliza and Fawehinmi, 2019; Yong,
Yusliza, Ramayah and Fawehinmi, 2019). Consequently, it can boost organizations’ green
advantage to gain competitive position. Yong, Yusliza and Fawehinmi’s (2019), Yong, Yusliza,
Ramayah and Fawehinmi’s (2019) publication is the first to investigate the linkage between
green intellectual capital and GHRM, and hence it needs to be concentrated on by further
works. Lastly, HRM plays an important role not only in enhancing the adoption of CSR
policies (Voegtlin and Greenwood, 2016), but also in attracting candidates’ attention through
the recruitment process (Guerci, Montanari, Scapolan and Epifanio, 2016). In line with this
reasoning, greening HRM policies may support the adoption and implementation of CSR
policies (Al Kerdawy, 2018) and contribute to attracting applicants (Guerci, Montanari, Green human
Scapolan and Epifanio, 2016). Consequently, Recommendation 7 contains a number of resource
research propositions: management
• Recommendation 7.1: further studies need to investigate the linkage between GHRM practices
and green management maturity.
and organizations’ green innovation, collective green attitude/behavior, green reputation/
organizational reputation and attractiveness, and service quality/customer satisfaction.
and organizations’ green intellectual capital.
• Recommendation 7.4: further studies need to investigate the linkage between GHRM practices,
CSR and candidate attraction.
As illustrated in the analysis of the eighth category, the result indicates research gaps related
to external environmental factors (e.g. external stakeholder expectations, laws and
regulations, environmental activists and NGOs, national cultural values). In accordance
with stakeholder theory (Freeman, 1994), we argue that external stakeholders could put more
or fewer pressures on firms’ environmental goals in order to stimulate them, implementing
green activities and avoiding environmental issues-related penalties and fines. This,
accordingly, encourages firms to pursue green strategies in general and GHRM
implementation in particular. For instance, Guerci, Longoni and Luzzini’s (2016) publication
is one of very few works exploring the link between stakeholders’ environmental pressures
and GHRM. Regarding national cultural context, Pham, Tučková and Jabbour (2019) also
suggest for future study that organizational culture’s influence by the national culture of top
management needs to be considered as an important factor in enhancing GHRM application.
Additionally, GHRM policies and practices in multinational organizations may be influenced
by their head quarter in their home country. From these arguments:
Recommendation 8: further studies need to explore the role of external environmental factors (e.g.
external stakeholder expectations, laws and regulations, environmental activists and NGOs,
national cultural values) in enhancing GHRM implementation and performance.
Considering the ninth category, the roles of the technological perspective and Industry 4.0
(e.g. IT systems, big data, Internet of Things, cloud manufacturing, cyber-physical systems,
additive manufacturing) still present a significant opportunity for scholars. Dao et al. (2011)
state the necessity of the integration of HRM and IT systems aimed at strengthening
sustainability for organizations. Liboni et al. (2019) address the importance of HRM as a
“glue” in the system for the development of Industry 4.0. They also point out the potential
influences of Industry 4.0 on HRM. In the green context, Singh and El-Kassar’s (2019) study
is the first work to analyze the role of GHRM application in motivating the relationship
between big data and organizations’ sustainable capabilities. Even so, integrating GHRM
into Big data/IT systems and Industry 4.0 in order to develop organizations’ sustainability
remains a research gap that needs to be addressed. Thus:
Recommendation 9: further studies need to investigate the integration of GHRM practices, big
data/IT systems and Industry 4.0 for organizations’ sustainable development.
For the last category, although there are some published papers concerning the linkage
between GHRM and GSCM (e.g. Nejati et al., 2017), the roles of the circular economy and its
important dimensions (e.g. sustainable/green consumption and sustainable supply
chain management (SCM)) have not emerged. The circular economy is being widely
investigated by scholars, and focuses on the reuse of resources in the supply chain and the
separation of economic growth from environmental damage (Elia et al., 2017). Following
IJM Jabbour et al. (2018), the circular economy is linked with suppliers, producers and consumers
through processes of raw material input, design, production, distribution, consumption,
collection and recycling. In order to achieve the potential success of the circular economy,
the role of human resources is critical, even though its technological aspects, such as big
data, have been emphasized so far. Elia et al. (2017) also emphasize the importance of
human activities to the circular economy; for example, sustainable consumption. With
sustainable/green SCM, Dao et al. (2011) state that interaction between HRM and SCM is
necessary for organizations’ sustainable development. With the role of GHRM, some
publications (e.g. Jabbour and De Sousa Jabbour, 2016) address the importance of GHRM
toward sustainability in SCM strategies. For instance, the barriers to sustainable SCM
development related to human and organizational issues may be addressed by GHRM
practices (e.g. training, performance evaluation). For sustainable/green consumption, based on
TPB theory, the environmental knowledge, attitudes and perceptions of consumers may
influence their sustainable/green purchasing behavior or intentions (Sharma and Foropon,
2019) and may be affected by the green policies of companies and sellers delivering services
and products. A company with an effective GHRM policy will allow its employees understand
consumers’ green consumption trends and how to satisfy them. Accordingly, we make:
Recommendation 10: further studies need to investigate the integration of GHRM practices, the
circular economy, sustainable/green SCM and sustainable/green consumption for organizations’
sustainable development.
In addition, although we recommend the independent integration of GHRM with the circular
economy and with technological perspectives and Industry 4.0, the necessity of connections
between the circular economy and Industry 4.0 has been emerging in the work of recent
scholars (e.g. Jabbour et al., 2018). De Sousa Jabbour et al. (2018) also propose a roadmap for
Industry 4.0 and the circular economy, aimed at advancing sustainable operations
management. As argued above, human activities in general and HRM in particular are
critical points highlighted by De Sousa Jabbour et al. (2018), implying that on the basis of the
resource-based view theory, organizational resources and capabilities (e.g. human resource)
are fundamental for developing the circular economy based on Industry 4.0. For example, in
the literature, integrating HRM, SCM and IT systems supports sustainable development
(Dao et al., 2011). Extending this reasoning to the green context, interaction among GHRM,
the circular economy and Industry 4.0/technological aspects (e.g. big data, IT systems)
should be considered by future investigation. Thus:
Recommendation 11: further studies need to investigate the integration of GHRM practices, the circular
economy, Industry 4.0 and technological perspectives for organizations’ sustainable development.
7. Conclusion
This review aims to identify research gaps, suggest recommendations and propose a
research framework for future studies to further develop the GHRM field. This work
reviews 74 GHRM-related publications found in the Scopus and Web of Science databases,
which have been classified and coded based on the ten categories of national contexts,
continents, research methods, industries/economic sectors, GHRM practices applied, the
role of GHRM for employees, the roles of GHRM for organizations, the role of the external
environment, technology-based perspectives/Industry 4.0 and the circular economy. The
analyzed results reveal 16 important recommendations and a research framework for
future investigations.
On the basis of the features of above roadmap, several theoretical and practical
implications are proposed. The paper theoretically contributes to the existing literature on
GHRM through discussing sustainability in the HRM field and extending it to new aspects;
for example, intellectual capital, the circular economy, big data and Industry 4.0. This Green human
contribution is expressed by highlighting ten categories linked to the application of GHRM resource
and identifying the lack of current publications available for scholars in investigating these management
research gaps, which have not identified by previous publications. This work also suggests
detailed recommendations and proposes a research framework for further development on
sustainability in HRM activities, aimed at bridging gaps in the existing GHRM literature.
The brief recommendations advocate a focus on:
• investigation of the integration of GHRM, technology-based perspectives/Industry
4.0 and the circular economy in developing organizations’ sustainability;
• GHRM application in Oceania and Africa and comparing results among different
countries;
• application of qualitative and mixed-methods approaches as well as case study/interview
techniques in exploring GHRM practices applied in organizations;
• research investigating the differences and similarities of GHRM application between
manufacturing and service sectors;
• work exploring GHRM practices which have not been focused on; for example, green
organizational leaning, green health and safety, work-life balance, and the role of
unions in EM;
• investigation of the relationships between GHRM practices and employee-related
factors, such as green employee performance, green activities outside of the
organization and green human capital;
• the relationships between GHRM practices and organization-related factors, such as
levels of green management maturity, organizational reputation, green innovation,
service quality/customer satisfaction, green intellectual capital; and
• further work studying the contributions of external environmental factors (e.g. laws
and regulations, national cultural values) toward GHRM application.
In terms of practical implications, based on empirical studies, this review reveals GHRM
practices, such as training and development, pay and reward system, performance
management, and recruitment and selection, as essential factors to generate
environmentally sustainable development of the organization. Therefore, such green
practices may be potential for green-oriented companies in order to apply them effectively.
Additionally, given that every organization, especially big companies, has faced external
environmental pressure: for instance, customer expectation, law and legislation, and
national cultural values. Thus, the framework proposed in this study suggests the
important role of the external environment, seeing as a critical direction to develop the
organization’s competitive advantage. Finally, it is advised that integrating new aspects
(e.g. the circular economy, technology based perspective and Industry 4.0) and GHRM
policy is necessary to enhance the effectiveness of the organization’s sustainable
development strategy. For example, Singh and El-Kassar (2019) state that the integration
among three components of GHRM policy, Big Data and GSCM (understood as an aspect
of the circular economy) may boost organization’ sustainable capabilities, leading to
greater sustainable performance.
Finally, it is necessary to indicate some limitations of this study. First, searching for
articles based on keywords does not ensure entirely comprehensive results. Although we
have tried to overcome this obstacle by seeking further GHRM-related publications through
reputable authors and articles, we do not claim that our work represents the best possible
way to search for published articles. Second, in relation to the search method, it is clear that
IJM choosing only papers published in journals indexed in the Scopus and Web of Science
databases guarantees the quality of the work included. However, other important sources,
such as doctoral dissertations, reports published on reputable websites and non-English
papers were not explored. This is in line with Koberg and Longoni’s (2019) work. Thus,
future studies should investigate these sources. The final limitation is related to our
approach to the GHRM literature. This paper generally investigates categories to address
research gaps, but it lacks a deep investigation aimed at pointing out relationships between
GHRM practices and existing factors which need to be considered. For instance, the
influences of GHRM practices on organizations’ green reputation, or the roles of interactions
among GHRM practices in organizational performance.
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critical success factors”, Technological Forecasting and Social Change, Vol. 132, pp. 18-25.
*Dumont, J., Shen, J. and Deng, X. (2017), “Effects of green HRM practices on employee workplace
green behavior: the role of psychological green climate and employee green values”, Human
Resource Management, Vol. 56 No. 4, pp. 613-627.
Edgar, F., Geare, A. and Zhang, Z.A. (2018), “Accentuating the positive: the mediating role of positive
emotions in the HRM–contextual performance relationship”, International Journal of Manpower,
Vol. 39 No. 7, pp. 954-970.
Elia, V., Gnoni, M.G. and Tornese, F. (2017), “Measuring circular economy strategies through index
methods: a critical analysis”, Journal of Cleaner Production, Vol. 142, pp. 2741-2751.
Freeman, R.E. (1994), “The politics of stakeholder theory: some future directions”, Business Ethics
Quarterly, Vol. 4 No. 4, pp. 409-421.
*Gholami, H., Rezaei, G., Saman, M.Z.M., Sharif, S. and Zakuan, N. (2016), “State-of-the-art green HRM
system: sustainability in the sports center in Malaysia using a multi-methods approach and
opportunities for future research”, Journal of Cleaner Production, Vol. 124, pp. 142-163.
Gilal, F.G., Ashraf, Z., Gilal, N.G., Gilal, R.G. and Chaana, N.A. (2019), “Promoting environmental
performance through green human resource management practices in higher education
institutions: a moderated mediation model”, Corporate Social Responsibility and Environmental
Management, available at: https://doi.org/10.1002/csr.1835
Govindarajulu, N. and Daily, B.F. (2004), “Motivating employees for environmental improvement”,
Industrial management & data systems, Vol. 104 No. 4, pp. 364-372.
*Guerci, M. and Carollo, L. (2016), “A paradox view on green human resource management: insights
from the Italian context”, International Journal of Human Resource Management, Vol. 27 No. 2,
pp. 212-238.
*Guerci, M., Longoni, A. and Luzzini, D. (2016), “Translating stakeholder pressures into environmental
performance – the mediating role of green HRM practices”, International Journal of Human
Resource Management, Vol. 27 No. 2, pp. 262-289.
*Guerci, M., Montanari, F., Scapolan, A. and Epifanio, A. (2016), “Green and nongreen recruitment
practices for attracting job applicants: exploring independent and interactive effects”,
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*Gupta, H. (2018), “Assessing organizations performance on the basis of GHRM practices using BWM
and Fuzzy TOPSIS”, Journal of Environmental Management, Vol. 226, pp. 201-216.
*Haddock-Millar, J., Sanyal, C. and Müller-Camen, M. (2016), “Green human resource management: a
comparative qualitative case study of a United States multinational corporation”, International
Journal of Human Resource Management, Vol. 27 No. 2, pp. 192-211.
Hardoy, J.E., Mitlin, D., Satterthwaite, D., Mitlin, D. and Satterthwaite, D. (2013), Environmental
Problems in an Urbanizing World, Routledge, Abingdon.
Harris, L.C. and Crane, A. (2002), “The greening of organizational culture: management views on the
depth, degree and diffusion of change”, Journal of Organizational Change Management, Vol. 15
No. 3, pp. 214-234.
IJM *Harvey, G., Williams, K. and Probert, J. (2013), “Greening the airline pilot: HRM and the green
performance of airlines in the UK”, International Journal of Human Resource Management,
Vol. 24 No. 1, pp. 152-166.
*Jabbour, C.J.C. (2013), “Environmental training in organisations: from a literature review to a
framework for future research”, Resources, Conservation and Recycling, Vol. 74, pp. 144-155.
*Jabbour, C.J.C. (2015), “Environmental training and environmental management maturity of Brazilian
companies with ISO14001: empirical evidence”, Journal of Cleaner Production, Vol. 96, pp. 331-338.
*Jabbour, C.J.C. and De Sousa Jabbour, A.B.L. (2016), “Green human resource management and green
supply chain management: linking two emerging agendas”, Journal of Cleaner Production,
Vol. 112, pp. 1824-1833.
*Jabbour, C.J.C. and Renwick, D.W.S. (2018), “The soft side of environmentally-sustainable
organizations”, RAUSP Management Journal, Vol. 53 No. 4, pp. 622-627.
*Jabbour, C.J.C. and Santos, F.C.A. (2008), “Relationships between human resource dimensions and
environmental management in companies: proposal of a model”, Journal of Cleaner Production,
Vol. 16 No. 1, pp. 51-58.
Jabbour, C.J.C., De Sousa Jabbour, A.B.L. and Sarkis, J. (2018), “Unlocking effective multi-tier supply
chain management for sustainability through quantitative modelling: lessons learned and
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org/10.1016/j.ijpe.2018.08.029
*Jabbour, C.J.C., Mauricio, A.L. and De Sousa Jabbour, A.B.L. (2017), “Critical success factors and green
supply chain management proactivity: shedding light on the human aspects of this relationship
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pp. 671-683.
*Jabbour, C.J.C., Santos, F.C.A. and Nagano, M.S. (2008), “Environmental management system and
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*Jabbour, C.J.C., Santos, F.C.A. and Nagano, M.S. (2010), “Contributions of HRM throughout the stages
of environmental management: methodological triangulation applied to companies in Brazil”,
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product development and performance of Brazilian firms: measuring the role of human and
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*Jabbour, C.J.C., Sarkis, J., de Sousa Jabbour, A.B.L., Renwick, D.W.S., Singh, S.K., Grebinevych, O.,
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Jackson, S.E. and Seo, J. (2010), “The greening of strategic HRM scholarship”, Organisation
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*Jia, J., Liu, H., Chin, T. and Hu, D. (2018), “The continuous mediating effects of GHRM on employees’
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Katou, A.A. and Budhwar, P.S. (2010), “Causal relationship between HRM policies and organisational
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Vol. 28 No. 1, pp. 25-39.
*Kim, Y.J., Kim, W.G., Choi, H.M. and Phetvaroon, K. (2019), “The effect of green human resource
management on hotel employees’ eco-friendly behavior and environmental performance”,
International Journal of Hospitality Management, Vol. 76, pp. 83-93.
Koberg, E. and Longoni, A. (2019), “A systematic review of sustainable supply chain management in Green human
global supply chains”, Journal of Cleaner Production, Vol. 207, pp. 1084-1098. resource
*Leidner, S., Baden, D. and Ashleigh, M.J. (2019), “Green (environmental) HRM: aligning ideals with management
appropriate practices”, Personnel Review, Vol. 48 No. 5, pp. 1169-1185.
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*Longoni, A., Luzzini, D. and Guerci, M. (2018), “Deploying environmental management across
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*Luu, T.T. (2018), “Employees’ green recovery performance: the roles of green HR practices and
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*Luu, T.T. (2019), “Green human resource practices and organizational citizenship behavior for the
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*Masri, H.A. and Jaaron, A.A.M. (2017), “Assessing green human resources management practices in
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pp. 474-489.
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resources and eco-efficiency in the financial service industry”, Journal of Knowledge
Management, available at: https://doi.org/10.1108/JKM-07-2018-0414
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German Journal of Human Resource Management, Vol. 25 No. 2, pp. 140-156.
Nam, J. and Lee, H. (2018), “High commitment human resource practices and employee behavior: a
multi-level analysis”, International Journal of Manpower, Vol. 39 No. 5, pp. 674-686.
*Nejati, M., Rabiei, S. and Jabbour, C.J.C. (2017), “Envisioning the invisible: understanding the synergy
between green human resource management and green supply chain management in
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Journal of Cleaner Production, Vol. 168, pp. 163-172.
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*O’Donohue, W. and Torugsa, N.A. (2016), “The moderating effect of ‘green’ HRM on the association
between proactive environmental management and financial performance in small firms”,
*Pham, N.T., Tučková, Z. and Jabbour, C.J.C. (2019), “Greening the hospitality industry: how do green
human resource management practices influence organizational citizenship behavior in hotels?
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*Pham, N.T., Tučková, Z. and Phan, Q.P.T. (2019), “Greening human resource management and
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Economics and Management, Vol. 20 No. 3, pp. 446-465.
IJM *Pham, N.T., Phan, Q.P.T., Tučková, Z., Vo, N. and Nguyen, L.H.L. (2018), “Enhancing the
organizational citizenship behavior for the environment: the roles of green training and
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*Pinzone, M., Guerci, M., Lettieri, E. and Huisingh, D. (2019), “Effects of ‘green’ training on
pro-environmental behaviors and job satisfaction: evidence from the Italian healthcare sector”,
*Pinzone, M., Guerci, M., Lettieri, E. and Redman, T. (2016), “Progressing in the change journey
towards sustainability in healthcare: the role of ‘green’ HRM”, Journal of Cleaner Production,
Vol. 122, pp. 201-211.
*Ragas, S.F.P., Tantay, F.M.A., Chua, L.J.C. and Sunio, C.M.C. (2017), “Green lifestyle moderates
GHRM’s impact on job performance”, International Journal of Productivity and Performance
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*Rayner, J. and Morgan, D. (2018), “An empirical study of ‘green’ workplace behaviours:
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pp. 56-78.
*Ren, S., Tang, G. and Jackson, S.E. (2018), “Green human resource management research in
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pp. 769-803.
*Renwick, D.W.S., Redman, T. and Maguire, S. (2013), “Green human resource management: a review
and research agenda*”, International Journal of Management Reviews, Vol. 15 No. 1, pp. 1-14.
*Renwick, D.W.S., Jabbour, C.J.C., Muller-Camen, M., Redman, T. and Wilkinson, A. (2016),
“Contemporary developments in green (environmental) HRM scholarship”, International Journal
of Human Resource Management, Vol. 27 No. 2, pp. 114-128.
*Roscoe, S., Subramanian, N., Jabbour, C.J.C. and Chong, T. (2019), “Green human resource
management and the enablers of green organisational culture: enhancing a firm’s environmental
performance for sustainable development”, Business Strategy and the Environment, Vol. 28
No. 5, pp. 737-749.
*Saeed, B.B., Afsar, B., Hafeez, S., Khan, I., Tahir, M. and Afridi, M.A. (2018), “Promoting employee’s
proenvironmental behavior through green human resource management practices”,
Corporate Social Responsibility and Environmental Management, Vol. 26 No. 2, pp. 424-438.
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Prentice Hall, New York, NY.
*Shah, M. (2019), “Green human resource management: development of a valid measurement scale”,
Business Strategy and the Environment, Vol. 28 No. 5, pp. 771-785.
Sharma, A. and Foropon, C. (2019), “Green product attributes and green purchase behavior”,
Management Decision, Vol. 57 No. 4, pp. 1018-1042.
*Shen, J., Dumont, J. and Deng, X. (2018), “Employees’ perceptions of green HRM and non-green
employee work outcomes: the social identity and stakeholder perspectives”, Group &
Organization Management, Vol. 43 No. 4, pp. 594-622.
*Singh, S.K. and El-Kassar, A.N. (2019), “Role of big data analytics in developing sustainable
capabilities”, Journal of Cleaner Production, Vol. 213, pp. 1264-1273.
*Siyambalapitiya, J., Zhang, X. and Liu, X. (2018), “Green human resource management: a proposed
model in the context of Sri Lanka’s tourism industry”, Journal of Cleaner Production, Vol. 201,
pp. 542-555.
*Stefanelli, N.O., Teixeira, A.A., Caldeira De Oliveira, J.H., Antonio Ferreira, M. and Sehnem, S. (2019),
“Environmental training: a systematic review of the state of the art of the theme”,
Benchmarking: An International Journal, available at: https://doi.org/10.1108/BIJ-12-2018-0449
*Tang, G., Chen, Y., Jiang, Y., Paillé, P. and Jia, J. (2018), “Green human resource management
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*Tariq, S., Jan, F.A. and Ahmad, M.S. (2016), “Green employee empowerment: a systematic literature Green human
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management
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Further reading
El-Kassar, A.N. and Singh, S.K. (2018), “Green innovation and organizational performance: the
influence of big data and the moderating role of management commitment and HR
practices”, Technological Forecasting and Social Change, available at: https://doi.org/10.1016/j.
techfore.2017.12.016
IJM Appendix 1
Publications 1 2 3 4 5 6 7 8 9 10
1. Yu et al. (2020) – published in 1.B 2.C 3.A, 3.D, 4.A 5.L – – 8.A – 10.A
June 2019 3.F
2. Al-Romeedy (2019) 1.B 2.E 3.A, 3.D, 4.B 5.A, 5.B, 5.C, – 7.J – – –
3.F 5.D, 5.E
3. Chaudhary (2019a) 1.B 2.C 3.A, 3.D, 4.D 5.L – 7.D, – – –
3.F 7.M
4. Luu (2019) 1.B 2.C 3.A, 3.D, 4.B 5.L 6.B – – – –
3.F
5. Bombiak (2019) 1.A 2.B 3.A, 3.D, 4.C 5.A, 5.B, 5.C, – 7.J – – –
3.F 5.D, 5.E, 5.F
6. Cabral and Dhar (2019) 1.B 2.C 3.A, 3.B, 4.B 5.B 6.A, – – – –
3.C, 3.D, 6.B
3.F, 3.G
7. Chaudhary (2019b) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, 6.B – – – –
3.F 5.E, 5.F
8. Pinzone et al. (2019) 1.A 2.B 3.A, 3.D, 4.B 5.B 6.B, – – – –
3.F 6.D
9. Stefanelli et al. (2019) – – 3.B, 3.E – 5.B – – – – –
10. Leidner et al. (2019) 1.A 2.B 3.B, 3.D, 4.C 5.A, 5.B, 5.C, 6.B – – – –
3.G 5.F, 5.E
11. Jabbour et al. (2019) – – 3.B, 3.E – 5.L – – – – 10.C
12. Yusliza et al. (2019) 1.B 2.C 3.A, 3.D, 4.C 5.A, 5.B, 5.C, – 7.L – – –
3.F 5.D, 5.E
13. Zhang et al. (2019) 1.C 2.A, 3.A, 3.D, 4.A 5.L – 7.A – – –
2.B, 3.F
2.C
14. Gilal et al. (2019) 1.B 2.C 3.A, 3.D, 4.B 5.L 6.B 7.A – – –
3.F
15. Chaudhary (2019c) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, 6.B – – – –
3.F 5.E, 5.F
16. Yong, Yusliza and Fawehinmi – – 3.B, 3.E – 5.L – – – – –
(2019), Yong, Yusliza, Ramayah
and Fawehinmi (2019)
17. Shah (2019) 1.B 2.C 3.A, 3.D, 4.C 5.A, 5.B, 5.C, – – – – –
3.F 5.D, 5.E, 5.F,
5.K
18. Pham, Tučková and Phan (2019) 1.B 2.C 3.A, 3.D, 4.B 5.B, 5.E, 5.G 6.B – – – –
3.F
19. Roscoe et al. (2019) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.C, – 7.A – – –
3.F 5.D, 5.E, 5.F,
5.G
20. Singh and El-Kassar (2019) 1.C 2.C, 3.A, 3.D, 4.C 5.B, 5.L – 7.C, – 9.A 10.A
2.E 3.F 7.H
21. Pham, Tučková and Jabbour 1.B 2.C 3.A, 3.B, 4.B 5.B, 5.D, 5.F 6.B – – – –
(2019) 3.C, 3.D,
3.F, 3.G
22. Kim et al. (2019) 1.B 2.C 3.A, 3.D, 4.B 5.L 6.B 7.A – – –
3.F
23. Yong, Yusliza and Fawehinmi 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.C, – 7.I – – –
(2019), Yong, Yusliza, Ramayah 3.F 5.D, 5.E
and Fawehinmi (2019)
24. Pham et al. (2018) 1.B 2.C 3.A, 3.D, 4.B 5.B, 5.G 6.B – – – –
Table AI. 3.F
Classifications
and codes of
relevant articles (continued )
Publications 1 2 3 4 5 6 7 8 9 10
Green human
resource
25. Saeed et al. (2018) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, 6.B – – – – management
3.F 5.E, 5.F
26. Gupta (2018) 1.B 2.C 3.B, 3.D, 4.A 5.A, 5.B, 5.D, – 7.J – – –
3.G 5.E, 5.F, 5.G
27. Moraes et al. (2018) 1.B 2.A 3.A, 3.D, 4.B 5.B, 5.F – 7.A – – –
3.F
28. Obeidat et al. (2018) 1.A 2.C 3.A, 3.D, 4.A 5.L – 7.A, – – –
3.F 7.B
29. Siyambalapitiya et al. (2018) 1.B 2.C 3.A, 3.B, 3. 4.B 5.A, 5.B, 5.D, – 7.A – – –
C, 3.D, 3.F, 5.E, 5.F
3.G
30. Zaid et al. (2018) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, – 7.A, – – 10.A
3.F 5.F 7.B,
7.C
31. Rayner and Morgan (2018) 1.A 2.D 3.A, 3.D, 4.C 5.L 6.B, – – – –
3.F 6.E
32. Yusoff et al. (2018) 1.B 2.C 3.A, 3.D, 4.B 5.A, 5.B, 5.D, – 7.A – – –
3.F 5.E
33. Al Kerdawy (2018) 1.B 2.E 3.A, 3.D, 4.C 5.B, 5.C, 5.D, – 7.L – –
3.F 5.E
34. Bombiak and Marciniuk-Kluska 1.A 2.B 3.A, 3.D, 4.D 5.A, 5.B, 5.C, – 7.C, – – –
(2018) 3.F 5.D, 5.E, 5.F, 7.J
5.G
35. Chaudhary (2018) 1.B 2.C 3.A, 3.D, 4.D 5.A – 7.M – – –
3.F
36. Tang et al. (2018) 1.B 2.C 3.A, 3.D, 4.C 5.A, 5.B, 5.D, – – – – –
3.F 5.E, 5.F
37. Jia et al. (2018) 1.B 2.C 3.A, 3.D, 4.A 5.L 6.B – – – –
3.F
38. Luu (2018) 1.B 2.C 3.A, 3.D, 4.B 5.B, 5.E, 5.F 6.B, – – – –
3.F 6.C
39. Shen et al. (2018) 1.B 2.C 3.A, 3.D, 4.A 5.L 6.B, – – – –
3.F 6.C,
6.D
40. Jabbour and Renwick (2018) – – 3.B, 3.E – 5.L – – – – –
41. Ren et al. (2018) – – 3.B, 3.E – 5.A, 5.B, 5.D, – – – – –
5.E, 5.F
42. Longoni et al. (2018) 1.A 2.B 3.A, 3.D, 4.C 5.A, 5.B, 5.D, – 7.A, – – 10.A
3.F 5.E, 5.F 7.B
43. Nejati et al. (2017) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, – – – – 10.A
3.F 5.E, 5.F
44. Jabbour et al. (2017) 1.B 2.A 3.B, 3.D, 4.A 5.A, 5.B, 5.D, – – – – 10.A
3.G 5.E
45. Masri and Jaaron (2017) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, – 7.A – – –
3.F 5.E, 5.F, 5.G
46. Alnajdawi et al. (2017) 1.B 2.C 3.A, 3.D, 4.A 5.A, 5.B, 5.D, 6.B 7.A, – – –
3.F 5.E 7.B,
7.C
47. Ragas et al. (2017) 1.B 2.C 3.A, 3.D, 4.C 5.L 6.D – – – –
3.F
48. Dumont et al. (2017) 1.B 2.C 3.A, 3.D, 4.A 5.L 6.B – – – –
3.F
49. Pinzone et al. (2016) 1.A 2.B 3.A, 3.D, 4.B 5.B, 5.D, 5.F 6.B – – – –
3.F
50. O’Donohue and Torugsa (2016) 1.B 2.C 3.A, 3.D, 4.A 5.L – 7.B – – –
3.F
(continued ) Table AI.

IJM Publications 1 2 3 4 5 6 7 8 9 10
51. Jabbour and De Sousa Jabbour – – 3.B, 3.E – 5.L – – – – 10.A

(2016)
52. Guerci, Longoni and Luzzini 1.A 2.B 3.A, 3.D, 4.C 5.B, 5.D, 5.E, – 7.A 8.A, – –
(2016) 3.F 5.F 8.B
53. Guerci, Montanari, Scapolan and 1.A 2.B 3.A, 3.D, 4.D 5.A – 7.M – – –
Epifanio (2016) 3.F
54. Renwick et al. (2016) – – 3.B, 3.E – 5.L – – – – –
55. Gholami et al. (2016) 1.B 2.C 3.A, 3.D, 4.B 5.A, 5.B, 5.D, – – – – –
3.F 5.E, 5.F, 5.G,
5.H
56. Tariq et al. (2016) – – 3.B, 3.E – 5.F – – – – –
57. Teixeira et al. (2016) 1.B 2.A 3.A, 3.D, 4.C 5.B – – – – 10.A
3.F
58. Guerci and Carollo (2016) 1.A 2.B 3.B, 3.D, 4.C 5.A, 5.B, 5.C, – – – – –
3.G 5.D, 5.E, 5.F
59. Haddock-Millar et al. (2016) 1.A 2.B 3.B, 3.D, 4.B 5.L 6.B – – – –
3.G
60. Jabbour (2015) 1.B 2.A 3.A, 3.D, 4.C 5.B – 7.K – – –
3.F
61. Zibarras and Coan (2015) 1.A 2.B 3.A, 3.D, 4.C 5.B, 5.E, 5.F 6.B – – – –
3.F
62. Dangelico (2015) 1.A 2.A 3.A, 3.D, 4.C 5.F – 7.A, – – –
3.F 7.B,
7.D
63. Tung et al. (2014) 1.A 2.D 3.A, 3.D, 4.A 5.B, 5.E, 5.F, – 7.A – – –
3.F 5.G
64. Renwick et al. (2013) – – 3.B, 3.E – 5.A, 5.B, 5.D, – – – – –
5.E, 5.F, 5.G,
5.H
65. Harvey et al. (2013) 1.A 2.B 3.B, 3.D, 4.B 5.L – 7.A – – –
3.G
66. Jabbour (2013) – – 3.B, 3.E – 5.B – – – – –
67. Wagner (2013) 1.A 2.B 3.A, 3.D, 4.A 5.L – 7.J – – –
3.F
68. Daily et al. (2012) 1.B 2.A 3.A, 3.D, 4.A 5.B, 5.F – 7.A – – –
3.F
69. Teixeira et al. (2012) 1.B 2.A 3.B, 3.D, 4.C 5.B – 7.K – – –
3.G
70. Jackson et al. (2011) – – 3.B, 3.E – 5.A, 5.B, 5.D, – – – – –
5.E, 5.G
71. Muster and Schrader (2011) – – 3.B, 3.E – 5.J – – – – –
72. Jabbour et al. (2010) 1.B 2.A 3.A, 3.B, 4.D 5.A, 5.B, 5.C, – – – – –
3.C, 3.D, 3. 5.D, 5.E, 5.F,
F, 3.G 5.G, 5.I
73. Jabbour and Santos (2008) – – 3.B, 3.E – 5.A, 5.B, 5.D, – – – – –
5.E, 5.F, 5.G,
5.I
74. Jabbour et al. (2008) 1.B 2.A 3.B, 3.D, 4.A 5.A, 5.B, 5.D, – 7.J – – –
3.G 5.E, 5.F, 5.G,
Table AI. 5.I
Appendix 2 Green human
resource
management
Publication Main GHRM-related purpose of article Journal
1. Yu et al. (2020) – The study explores the influence of GHRM on International Journal of
published in June 2019 environmental cooperation with customers Production Economics
and suppliers, and the moderating roles of
internal GSCM
2. Al-Romeedy (2019) The aim of this work is to identify GHRM Journal of Human Resources
practices adopted in Egyptian travel agencies, in Hospitality and Tourism
the constraints facing implementation, and the
critical requirements for their success
3. Chaudhary (2019a) Study’s objective is to illuminate the linkage Corporate Social Responsibility
between GHRM and job pursuit intention, and and Environmental
the mediating roles of organizational reputation Management
and attractiveness
4. Luu (2019) This work seeks to explore the impact of GHRM Journal of Sustainable
on OCBE at both team and individual levels as Tourism
well as the mechanisms underlying such links
5. Bombiak (2019) The purpose of the paper is to investigate the Entrepreneurship and
relevance of Green Human Resource Sustainability Issues
Management to the operations of the
organizations, indicate GHRM practices which
can be used in the field and suggest application
as a tool for building sustainable development of
the organizations
6. Cabral and Dhar (2019) The paper aims to develop a green competencies Journal of Cleaner Production
scale and investigate the linkage between green
training and green competencies
7. Chaudhary (2019b) This work is to investigate the influence of Corporate Social Responsibility
GHRM practices on employee green behaviors and Environmental
(task-related and voluntary) with organizational Management
identification as a mediator, and the moderating
role of employee personal environmental values
and gender
8. Pinzone et al. (2019) This work aims to explore the role of GHRM Journal of Cleaner Production
practices, in which green training considered
as a key element to influence OCBE and
job satisfaction
9. Stefanelli et al. (2019) The paper aims at conducting a literature review Benchmarking: An
of the environmental training and proposing a International Journal
research agenda for future studies
10. Leidner et al. (2019) The aim of the study explores how GHRM Personnel Review
application can elicit employees’ green behavior
11. Jabbour et al. (2019) The goal is to propose an integrative GHRM Journal of Cleaner Production
framework for enterprises developing the
circular economy
12. Yusliza et al. (2019) The paper analyzes the relationship between Benchmarking: An
GHRM, top management commitment, and International Journal
corporate social responsibility
13. Zhang et al. (2019) This work aims at test the influences of GHRM Journal of Cleaner Production
and environmental legitimacy on environmental
performance as well as the mediating effect of the
implementation of green operational practices
Table AII.
Brief description
(continued ) of chosen articles
IJM Publication Main GHRM-related purpose of article Journal
14. Gilal et al. (2019) This paper examines the link between GHRM Corporate Social Responsibility
practices and environmental performance in and Environmental
higher education institutions Management
15. Chaudhary (2019c) This research examines the status of Journal of Global
implementation of GHRM application in the Responsibility
automobile companies in India. Additionally, the
study also measures the impact of GHRM
practices on employees’ task-related and
voluntary green behaviors
16. Yong, Yusliza and The paper is to review GHRM literature of Benchmarking: An
Fawehinmi (2019), various scopes, approaches and contexts; to International Journal
Yong, Yusliza, identify different focus areas in the GHRM
Ramayah and literature; and to propose areas for future study
Fawehinmi (2019)
17. Shah (2019) The objective of this work is to develop a valid Business Strategy and the
measurement scale for GHRM. Environment
18. Pham, Tučková and The paper aims to explore the direct and Journal of Business Economics
Phan (2019) interactive influences of GHRM practices on and Management
employee environmental commitment
19. Roscoe et al. (2019) The paper explores the relationship between Business Strategy and the
GHRM practices, green organizational culture Environment
and corporate environmental performance
20. Singh and El-Kassar The article investigates sustainable capabilities Journal of Cleaner Production
(2019) which are motivated by organizational
commitment caused by the integration of big
data, GSCM, and GHRM, and how these
capabilities can improve organizational
performance
21. Pham, Tučková and The paper is to examine the role of GHRM Tourism Management
Jabbour (2019) application in enhancing OCBE in hotels,
especially the roles of interactive influences of
GHRM practices
22. Kim et al. (2019) This work aims to understand how to stimulate International Journal of
hotels’ OCBE and environmental performance Hospitality Management
through the application of GHRM practices
23. Yong, Yusliza and The study identifies the relationships between Journal of Cleaner Production
Fawehinmi (2019), green intellectual capital and GHRM
Yong, Yusliza,
Ramayah and
Fawehinmi (2019)
24. Pham et al. (2018) This paper analyzes the roles of green training Management & Marketing
and green organizational culture in enhancing
OCBE in hotels
25. Saeed et al. (2018) The study investigates the influences of Corporate Social Responsibility
GHRM practices, such as green recruitment and and Environmental
selection, green training and development, Management
green performance management and appraisal,
green reward and compensation, and
green empowerment, on employee
pro-environmental behavior
26. Gupta (2018) The objective of this article is to explore Journal of Environmental
required GHRM practices and assess the Management
performance of manufacturing firms
applying these practices
Table AII. (continued )

Green human
resource
27. Moraes et al. (2018) This work examines the role of GHRM Journal of Knowledge management
application in enhancing eco-efficiency in the Management
financial sector
28. Obeidat et al. (2018) This paper aims to investigate the antecedents Journal of Business Ethics
and outcomes of GHRM application in Oil and
Gas firms in Qatar
29. Siyambalapitiya et al. The purpose of this study is to depict GHRM Journal of Cleaner Production
(2018) practices as applied in organizations, to explore
the effects of GHRM practices on environmental
performance and to propose a conceptual model
of the linkage between GHRM practices and
environmental performance
30. Zaid et al. (2018) The study identifies the relationship between Journal of Cleaner Production
GHRM practices and GSCM, as well as the impact
of both on corporate sustainable performance
31. Rayner and Morgan This publication aimed to study green behavior Asia Pacific Journal of Human
(2018) at work and home, to identify benchmark Resources
measurements in order to achieve green behavior
and greater sustainability, to examine the
moderating roles of line managers toward
environmental knowledge and AMO, and to
investigate whether the levels of carbon
emissions in different industries moderate green
behavior in the workplace
32. Yusoff et al. (2018) The paper aims to examine the contributions of Global Business Review
GHRM practices in enhancing green performance
in hotels
33. Al Kerdawy (2018) This work studies the moderating effect of European Management
corporate support for employee volunteering in Review
the relationship between GHRM and adopting
CSR policy
34. Bombiak and The aim of this study is to explore the GHRM Sustainability
Marciniuk-Kluska practices applied in young Polish companies and
(2018) identify the priorities which influence their
sustainable development
35. Chaudhary (2018) The paper aims to investigate the effect of Evidence-based HRM
perceived GHRM on the job pursuit intentions of
prospective employees
36. Tang et al. (2018) This publication aims to propose and validate an Asia Pacific Journal of Human
instrument to measure GHRM Resources
37. Jia et al. (2018) The article studies the variance of employees’ Sustainability
green creativity according to the contributions of
transformational leadership, GHRM and
employees’ green passion
38. Luu (2018) This paper examines the influences of GHRM Journal of Sustainable
practices (training, empowerment, and reward) in Tourism
boosting green recovery performance of
employees
39. Shen et al. (2018) The purpose of this work is to investigate the Group & Organization
linkage between perceived GHRM and Management
employees’ non-green behavior at work
40. Jabbour and Renwick This article aims to discuss the “soft and human” RAUSP Management Journal
(2018) side of organizations’ sustainable development
related to the application of GHRM
(continued ) Table AII.

41. Ren et al. (2018) This paper makes a systematic review to Asia Pacific Journal of
develop the conceptual and empirical Management
development of GHRM
42. Longoni et al. (2018) This publication is aimed at testing the influence Journal of Business Ethics
of GHRM practices on firm performance,
including environmental performance
and financial performance, and investigating
the contributions of applying GHRM to
enhancing GSCM
43. Nejati et al. (2017) This work analyzes the effect of GHRM on GSCM Journal of Cleaner Production
and examines the moderating roles of employees’
resistance to change toward that effect
44. Jabbour et al. (2017) A paper aimed at investigating the roles of Production Planning &
GHRM practices in the relationship between Control
critical success factors and the adoption of GSCM
practices in manufacturing companies in Brazil
45. Masri and Jaaron This paper aims to assess and measure GHRM’s Journal of Cleaner Production
(2017) effect on environmental performance in
Palestinian manufacturing companies
46. Alnajdawi et al. (2017) This work determines the link between GHRM Journal of Environmental
practices and organizations’ sustainable Accounting and Management
performance through the mediating
effect of OCBE
47. Ragas et al. (2017) The purpose of this paper is to explore the International Journal of
influence of GHRM on employees’ job Productivity and Performance
performance through the moderating effect of Management
green lifestyle
48. Dumont et al. (2017) This article provides a new insight into GHRM’s Human Resource
influence on employees’ green behavior Management
49. Pinzone et al. (2016) This paper intends to analyze the relationship Journal of Cleaner Production
between GHRM practices and OCBE through the
mediating effect of collective environmental
commitment
50. O’Donohue and The aim of this work is to investigate the International Journal of
Torugsa (2016) moderating roles of HRM in the relationship Human Resource
between proactive environmental management Management
and corporate financial performance
51. Jabbour and De Sousa The paper provides an integrative framework of Journal of Cleaner Production
Jabbour (2016) the GHRM-GSCM relationship and proposes a
research agenda for future study
52. Guerci, Longoni and This article aims to fill two research gaps: (1) International Journal of
Luzzini (2016) stakeholder pressures aimed at applying GHRM Human Resource
practices; and (2) the mediating effects of GHRM Management
practices on the stakeholder pressure–
environmental performance relationship
53. Guerci, Montanari, The paper examines the contribution of green International Journal of
Scapolan and Epifanio recruitment practices in attracting applicants. Human Resource
(2016) This work also investigates the interactive effect Management
of “green” and “non-green” recruitment practices
on attracting applicants
54. Renwick et al. (2016) This work reviews the existing research International Journal of
literature on GHRM to frame new works aimed at Human Resource
extending it through a new research agenda Management
Table AII. (continued )

Green human
resource
55. Gholami et al. (2016) The aim of this work is to stimulate CSR for Journal of Cleaner Production management
sustainable development through CSR-linked
initiatives, especially GHRM, to facilitate companies
in performing their responsibilities to society
56. Tariq et al. (2016) This paper concentrates on a systematic Quality and Quantity
literature review regarding urging workers to
pursue environmental tasks through the
mediating role of employee empowerment
57. Teixeira et al. (2016) A paper aimed at investigating the main green Journal of Cleaner Production
training characteristics that influence GSCM
practices applied in Brazilian companies
58. Guerci and Carollo The article identifies the HRM-related paradoxes International Journal of
(2016) perceived by organizations developing Human Resource
environmental sustainability via the role of HRM, Management
called GHRM
59. Haddock-Millar et al. This paper explores the relationship between Journal of Cleaner Production
(2016) environmental training and levels of
environmental management maturity in
ISO14001 certified Brazilian firms
60. Jabbour (2015) The publication aims to analyze the contribution International Journal of
of HRM elements (e.g. management support, Human Resource
training and reward systems) in encouraging Management
employees to become more pro-environmental
61. Zibarras and Coan The purpose of this work is to study the linkage Business Strategy and the
(2015) between organizations’ environmental Environment
management capability, represented by green
teams, and performance
62. Dangelico (2015) The paper aims to identify the ways in which a International Journal of
company approaches GHRM practices in its Human Resource
British, German and Swedish subsidiaries Management
63. Tung et al. (2014) The objective of this article is to analyze the Journal of Environmental
linkage between various elements (top Management
management support, training, employee
participation, teamwork and rewards) and the
effectiveness of environmental management
64. Renwick et al. (2013) This work aims to review the existing literature International Journal of
on the basis of Ability–Motivation–Opportunity Management Reviews
(AMO) theory, proposing a research framework
showing that GHRM processes play a role in
people-management practice
65. Harvey et al. (2013) The purpose of this paper is to explore the International Journal of
potential for GHRM to influence the green Human Resource
performance of airlines Management
66. Jabbour (2013) This article attempts to propose a research Resources, Conservation and
agenda and a framework for addressing the Recycling
major gaps in the current knowledge of
environmental training
67. Wagner (2013) This work answers whether benefits arising from Journal of Business Ethics
“green” HRM motivate the implementation of
environmental management
68. Daily et al. (2012) This publication works on a research model that International Journal of
measures the effects of several factors on Operations & Production
corporate environmental performance: employee Management
environmental empowerment, employee
(continued ) Table AII.

environmental training, employee environmental

teamwork, managerial environmental
empowerment and managerial environmental
training
69. Teixeira et al. (2012) This paper aims to evaluate the relationship International Journal of
between green management and environmental Production Economics
training in Brazilian companies, underscoring
how this relationship takes place and its most
important factors
70. Jackson et al. (2011) This work aims to expand the role of HRM in German Journal of Human
pursuing environmentally sustainable business. Resource Management
It also proposes research opportunities for
scholars at the intersection of strategic HRM and
environmental management
71. Muster and Schrader The objective of this work introduces the general German Journal of Human
(2011) idea, theoretical fundaments and possible Resource Management
measures of a green work-life balance as a new
dimension of GHRM
72. Jabbour et al. (2010) This paper aims to analyze the contribution of International Journal of
HRM throughout the evolutionary stages of Human Resource
environmental management in Brazilian companies Management
73. Jabbour and Santos A paper to empirically examine the theoretical Journal of Cleaner Production
(2008) model proposed by Jabbour and Santos (2008) in
Brazil, which aimed at investigating how the
phases of the environmental management system
can be linked to HRM practices in order to
achieve corporate environmental performance
74. Jabbour et al. (2008) The article investigates the major contributions Journal of Cleaner Production
of HRM dimensions in implementing
and maintaining the environmental
Table AII. management system
About the authors

Nhat Tan Pham is Researcher at Tomas Bata University in Zlín, Zlín, Czech Republic. His research
interests are human resource management, green/sustainable human resource management,
sustainable tourism and sustainable consumption. He has published his research in Tourism
Management, The International Journal of Hospitality Management, The Journal of Business Economics
and Management, among others. Nhat Tan Pham is the corresponding author and can be contacted at:
[email protected]
Hung Trong Hoang is currently Senior Lecturer in Management at Faculty of Business
Administration, College of Economics, Hue University, Vietnam. His research interests include services
marketing and management, human resource management and organizational behavior. One of his
papers has won the “Best Paper Award.” His research has been published in the International Journal
of Human Resource Management, Australian Journal of Public Administration, Journal of Services
Marketing, Journal of Global Scholars of Marketing Science, among others.
Quyen Phu Thi Phan is currently Lecturer at Faculty of Marketing, University of Economics, The
University of Da Nang, Vietnam. Her research interests include digital marketing, green HRM,
sustainable marketing, sustainable tourism. Her research has been published in the Journal of Business
Economics and Management, Information Systems and E-business Management, The Journal of
Internet Commerce, among others.
For instructions on how to order reprints of this article, please visit our website:
www.emeraldgrouppublishing.com/licensing/reprints.htm
Or contact us for further details: [email protected]
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Green human resource management: A comprehensive review and future

Article in International Journal of Manpower · September 2019

Nhat Tan Pham Hung Hoang

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Quyen Phu Thi Phan

Drivers of service climate in emerging markets View project

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review and future research agenda

College of Economics, Faculty of Business Administration,

2. A brief background on green human resource management

3. Research methodology and procedures

Recruitment/selection The highlighting of environmental aspects in recruitment Ren et al. (2018),

4. Classification and coding

Green innovation 7.H

5.2 Insights of green human resource management

6. Emerging gaps, recommendations and research framework for future study

The role of GHRM for organizations

The role of the external environment

(continued ) Table AI.

51. Jabbour and De Sousa Jabbour – – 3.B, 3.E – 5.L – – – – 10.A

Table AII. (continued )

(continued ) Table AII.

Table AII. (continued )

(continued ) Table AII.

environmental training, employee environmental

About the authors

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