Green Human Resource Management: Synthesising Outcomes and Identifying Effective Practices

Abstract

Green Human Resource Management (GHRM) is increasingly acknowledged as a crucial strategy for enhancing organisational environmental performance. Despite growing empirical evidence regarding the antecedents and outcomes of GHRM, limited efforts have been made to quantitatively synthesise the existing findings to advance the literature. Additionally, it is not clear which specific GHRM practices are more effective in predicting different favourable employee outcomes. To address the gaps, we conducted a comprehensive meta‐analysis of 172 studies (N = 54,963) from 166 articles. Our results indicate that overall GHRM is positively related to various employee attitudinal and behavioural outcomes and organisational outcomes. Further analysis using MASEM (meta‐analytic structural equation modelling) reveals that overall GHRM impacts both employee in‐role and extra‐role green behaviours through employee green values. Moreover, the result of relative weight analysis shows that specific GHRM practices, such as green performance management, and employee empowerment and involvement, are particularly effective at promoting employee in‐role green behaviours. Green performance management and green reward and compensation are more important for fostering employee extra‐role green behaviours.