The aim of this paper is to identify and analyze the four core driving forces that shaped the complex picture of rural tourist businesses. These driving forces are marketability, participatory, crisis mitigation and sustainability. This study focused on the scholarly perspective to study and analyze the rural tourism businesses’ literature and its link with these four driving forces. By using the bibliometric analysis technique and VosViewer as a visualization tool, the results revealed that less than 50% of rural tourism literature was concerned with local businesses. Regarding the four driving forces, sustainability was the most linked force with the rural tourism businesses’ scientific production. Contrarily, a relatively small body of the rural tourism businesses’ literature discussed marketability, participatory and crisis mitigation, despite their significant role in the development of these local rural businesses. In addition, the results of this study showed the interest of rural tourism articles in the crisis mitigation pillar, especially recently after the COVID-19 pandemic.

Green human resources management (GHRM) has proven its efficiency in many industries and services, including the hospitality and hostel industries. Additionally, applying green human resources management practices reflects an organization’s environmental awareness and responsibilities. Given that the adoption of these practices cannot be accomplished without the appropriate support from decision makers, the aim of this paper is to analyze the relationships between green human resources management and the hotel industry, identify the possible barriers they may face and provide decision makers with the ability to choose the appropriate combination of GHRM practices based on an understanding the full picture presented in this study. This study depended on a systematic review technique to analyze the scientific production in this area. A total of 59 GHRM articles were extracted from Scopus and WoS and analyzed using three primary levels of analysis. This study revealed that: (i) Green human resources management practices can be summarized into four main categories (employees, marketing systems and corporate social responsibility, leadership and management, and organizational behavior and culture); (ii) the importance of green human resources management goes beyond environmental objectives; and (iii) there are significant barriers that should be taken into consideration when applying GHRM practices in the hotel industry.