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Purpose: The purpose of this paper is to quantitively evaluate and measure various aspects of GHRM practices and aid in the comprehension of GHRM studies. It involves the statistical analysis of bibliographic data, such as citations, co-authorship patterns, publication trends, and other related information, to gain insights into the productivity, influence, and patterns of GHRM. A green working environment has captured the interest of both academia and business during the past ten years. This led to the emergence of new academic fields including green human resource management (GHRM). Greening the work environment refers to typical business functions such as supply operations, marketing, supply chain management, and human resource management. Organizations can execute and develop sustainable strategies with the aid of GHRM, which can also assist them in achieving corporate sustainability.
Design/Methodology/Approach: In this study, 278 publications written in the English language were extracted from the SCOPUS database for nearly more than one decade, from 2010 to 2022. The author did not include the conference papers, book chapters, and papers written in other languages. These papers were analyzed using the VOS viewer software program, version 1.6.16 created by Van Eck and Waltman, and conclusions were drawn using the bibliometric analysis method. The methodology consists of the following steps: data collection, data analysis, and interpretation.
Findings: The study reveals that authors like Renwick and Jabbour make a great contribution to the field of GHRM. The research trend of 278 papers shows that since 2015, the academic incline in the subject has grown and scholars have shown a keen interest in the field of GHRM. This indicates that GHRM studies acquired impetus after 2015. Asian nations, such as Malaysia and China, are home to significant authors and institutions that have emerged as prominent contributors to the field of GHRM research.
Practical implications: This study provides some intriguing observations that can aid academics, managers, and top management in conceptualizing GHRM practices in their organizations, which are now only restricted to a few HRM practices such as recruiting, selection, training, and reward. This paper clarifies green HR practices while concentrating on business sustainability objectives. It assists top management and senior managers in making GHRM a key component of accomplishing sustainable objectives. Additionally, these results may serve as a guide for future study into the GHRM field.
