Green Human Resource Management Practices and Organizational Sustainability

The integration of environmental objectives into human resource management, known as Green Human Resource Management (GHRM), represents a strategic approach to embed sustainability throughout organisational processes. GHRM encompasses policies and practices—such as green recruitment, targeted training, performance appraisal, reward systems and employee engagement initiatives—that align individual behaviours with environmental goals. By fostering a culture of ecological stewardship, organisations can reduce resource consumption, minimise waste and enhance both environmental and economic performance. Theoretical frameworks, including the resource-based view and the ability–motivation–opportunity model, underpin the understanding of how green HR practices create competitive advantage and drive long-term viability. Empirical evidence demonstrates that effective GHRM initiatives not only improve environmental performance but also bolster employee satisfaction, innovation and organisational legitimacy. Globally, firms across sectors, from hospitality to manufacturing, are adopting GHRM to meet regulatory requirements, respond to stakeholder pressure and contribute to the United Nations Sustainable Development Goals. Practical applications range from incentivising eco-friendly behaviours to integrating sustainability criteria into leadership development. As environmental challenges intensify, GHRM emerges as a vital mechanism for organisations seeking to balance economic growth with social responsibility and ecological preservation.

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Green Human Resource Management Practices and Organizational Sustainability publication trend

The graph below shows the total number of articles in green human resource management practices and organizational sustainability across all publications each year (not limited to Nature Index journals).

Technical terms

Green human resource management (GHRM): HR policies and practices designed to promote employees’ pro-environmental behaviours and support organisational sustainability.

Organisational sustainability: The capacity of an organisation to balance economic performance with social equity and environmental stewardship over the long term.

Environmental performance: A measure of an organisation’s success in reducing its ecological footprint through resource efficiency, waste minimisation and emissions control.

Organisational environmental culture: The shared values, norms and behaviours within an organisation that prioritise ecological responsibility and guide decision-making.

References

1. Green and non-green outcomes of green human resource management (GHRM) in the tourism context. Tourism Management (2023).
2. Green Human Resource Management: Policies and practices. Cogent Business & Management (2015).
3. Green human resource management practices: a review. Sri Lankan Journal of Human Resource Management (2016).
4. Deconstructing AMO framework: a systematic review. Intangible Capital (2016).