THROUGH THE GREEN WORK COMMITMENT, A LITERATURE REVIEW EXAMINES THE RELATIONSHIP BETWEEN GREEN HRM AND ENVIRONMENTAL SUSTAINABILITY
DOI:
https://doi.org/10.17770/etr2025vol1.8635Keywords:
Green Human Resource Management, Environmental Sustainability, Green Work Engagement, Employee Green Behaviour, Organizational Performance, Resource-Based View, and Sustainable ManagementAbstract
This literature review explores Green Human Resource Management (Green HRM) initiatives aimed at nurturing employees' commitment towards eco-friendly work output and environmental sustainability in organisations. Green HRM is a strategy that integrates an organisation's environmental values into its human resource strategy and practices. This review reflects on the interplay between Green HRM practices and employees' green commitment, that is, the degree to which they feel psychologically bonded to environmental goals and pursue them. Moreover, it focuses on how green commitment contributes to achieving specific organisational environmental sustainability outcomes, including waste reduction, energy saving, and improved corporate social responsibility. Drawing on empirical research, the review outlines specific mechanisms by which Green HRM practices (e.g., green training programs and green performance appraisal) influence employees' sustainability-related attitudes and behaviours. It also addresses barriers to adopting Green HRM and developing green dedication, such as inadequate resources, a lack of management interest, and resistance within the company. The review findings are concluded with suggestions for future research direction, requesting the need for cross-sector studies and the examination of the long-term implications of Green HRM implementations on environmental sustainability. Through qualitative methodology, the study establishes a link between the main variables involving environmental sustainability, employees' green behavior, and GHRM (Green HRM). Future research can examine more closely how industry-specific elements affect workers' green commitment and how digital technologies like artificial intelligence and big data might assist businesses in meeting their sustainability goals. Further investigation into the cultural factors that can account for variations in green commitment among various geographic areas will also yield a more comprehensive comprehension of this idea. The impact of employee green commitment on organizational sustainability performance requires longitudinal studies to understand organizational practice better. Finally, future research topics must look into the barriers to Green HRM practices to promote their successful impact.
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