Abstract
The increasing research in protecting the environment has led to the emergence of a new research paradigm in the field of human resource management (HRM). The HRM researchers are now exploring how HRM can contribute to green outcomes and invented the term “green human resource management” (GHRM). In this bibliometric analysis, 147 documents were examined on GHRM scholarship. The objective of this study was to analyze the volume, increasing trend, worldwide distribution, key journals, pioneer authors, dominating nations and dominating sectors in GHRM. For this work, six combinations of the words were merged together with logical operators, “ TITLE-ABS-KEY (“green human resource management”) OR TITLE-ABS-KEY (“green hr”) OR TITLE-ABS-KEY (“green human resource”) OR TITLE-ABS-KEY (“GHRM”) OR TITLE-ABS-KEY (“green human resource management practices”) OR TITLE-ABS-KEY (“GHRMP”), thus making the span broader. The review showed that the GHRM is still an emerging concept and this review hopes to guide modern researchers by giving an overview of the current situation.
Highlights
Countries around the world whether developing or developed are considering the environ mental issues (Gupta, 2015) this is because, the heavy industrial activities have depleted the environment(Jabbour & Santos, 2008)
Total number of papers, increasing trend and worldwide distribution in the field of green human resource management in terms of developing and developed countries From 2008 to the present, the total number of documents in the Scopus data base that were related to green human resource management were 147
Our paper provides a comprehensive overview of the studies conducted on green human resource management” (GHRM) to determine the research trends and popular issues
Summary
Countries around the world whether developing or developed are considering the environ mental issues (Gupta, 2015) this is because, the heavy industrial activities have depleted the environment(Jabbour & Santos, 2008). According to Jabbour (2013) the Green HRM is related to “systemic, planned alignment of typical human resource management practices with the organizations environmental goals”. The field of GHRM was brought to attention by few numbers of previous scholars (Jabbour & Santos, 2008) but the term has gained more magnetism in the recent years because the idea is shifted from purely economic to ecological and social which we call as the triple bottom line, which further puts attention on how the organizations can preserve the environment and create competitive advantage (Elkington, 1998). Because the Green HRM as an umbrella, improves the role of HRM in developing sustainability concept a reality (Kramar, 2014). It emphasizes that the department of HR can play a major part in the execution of environmental friendly policies
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