Focus and Scope

• Green Human Resource Management Practices:
  • Green Recruitment and Selection (e.g., incorporating environmental values into candidate criteria)
  • Green Training and Development (e.g., environmental awareness and skills training)
  • Green Performance Management (e.g., including environmental indicators in KPIs)
  • Green Compensation and Rewards (e.g., incentives linked to sustainable development goals)
  • Employee Green Participation and Empowerment
• Mechanisms and Outcomes of Green HRM:
  • The impact of Green HRM on employee green behavior (in-role, voluntary)
  • The relationship between Green HRM and organizational environmental performance, as well as financial performance
  • The mediating role of employees' environmental psychology (e.g., environmental commitment, green self-efficacy)
  • The moderating role of green organizational culture and green leadership
• Antecedents and Driving Factors:
  • The driving effect of institutional pressures and national policies on organizational adoption of Green HRM
  • Top management's environmental values and support
    Pressure from stakeholders (customers, investors, communities)
• Cross-Cultural and Comparative Studies:
  • Differences and commonalities in Green HRM practices across different countries and cultural contexts
  • Development pathways of Green HRM in emerging versus developed economies
• Emerging Topics:
  • Green HRM and the circular economy
  • The application of digitalization (e.g., AI, big data) in Green HRM
  • The alignment of Green HRM with the United Nations Sustainable Development Goals
  • Responsible leadership and sustainable HRM