GREEN HUMAN RESOURCE MANAGEMENT AND EMPLOYEE PRO-ENVIRONMENTAL BEHAVIOR: A SYSTEMATIC INVESTIGATION
Published:
2026-10-17Downloads
Abstract
As corporate sustainability transitions from voluntary compliance to core strategic imperative, organizations increasingly leverage Green Human Resource Management (GHRM) practices to mobilize employee pro-environmental behavior (PEB). This systematic investigation synthesizes peer-reviewed empirical and conceptual literature published between 2021 and 2026 (N=16 benchmark studies) following PRISMA 2020 guidelines. Using the Ability-Motivation-Opportunity (AMO) framework and Social Exchange Theory, the review evaluates how green recruitment, green training, green performance management, and green rewards drive both in-role and extra-role voluntary workplace green behaviors. Meta-evidence reveals that psychological mechanisms—specifically green psychological climate (β=0.42, p<0.001) and autonomous green motivation (β=0.38, p<0.001)—fully or partially mediate the relationship between GHRM architectures and PEB. Furthermore, organizational green shared vision and individual environmental values serve as critical boundary conditions moderating intervention efficacy. The findings yield a unified structural path model, offer actionable guidance for HR strategists seeking to align human capital with decarbonization goals, and establish a forward-looking agenda addressing greenwashing risks and cross-cultural boundary conditions.
Keywords:
Autonomous Motivation Green Human Resource Management (GHRM) Green Psychological Climate In-Role PEBReferences
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