GREEN HRM IN ASIA: A SYSTEMATIC REVIEW OF TRENDS, GAPS, AND METHODOLOGICAL INSIGHTS

Abstract

Green Human Resource Management (GHRM) has recently become a key strategy for embedding sustainability within organizational routines, promoting employee pro-environmental behavior, and improving corporate environmental performance. Although GHRM has been the centre of attention, little is known regarding the role of leadership styles, organizational strategies and contextual factors in determining the effectiveness of GHRM across sectors and geographical location. In this study, we show that GHRM practices are critical for organizational sustainability as they promote green performance and corporate environmental strategies while engaging employees in sustainability. Our findings show that, especially transformational and environmentally specific leadership, is integral to the development of pro-environmental behaviors. Moreover, GHRM practices lead to sustainability performance through the mediating role of organizational ambidexterity, green training, and psychological climate. These findings highlight the significance of incorporating GHRM into broader corporate sustainability initiatives to realize sustainable environmental and economic advantages. Future research will yield more robust results and more profound conclusions on the long-term effects of GHRM if methodological issues like cross-sectional research designs and self-reported biases (e.g., using the same people to measure both the independent and dependent variable) are considered. AI and big data analytics represent promising frontiers for optimizing GHRM practices.