The topic of environmental sustainability is generating increased concern among business executives, governments, consumers, and management scholars. As these stakeholders struggle with the challenges and opportunities presented by an array of environmental issues, HRM scholars and practitioners alike have been relatively slow to engage in the ongoing discussions and debates. Through this special issue on Green HRM, we seek to stimulate the field of HRM to expand its role in the pursuit of environmentally sustainable business. In this introduction to the special issue, we first provide an overview of the articles that appear in the special issue. Next we present a detailed discussion of research questions that arise from a consideration of several functional HRM practices, including performance management; training, development, and learning; compensation and rewards; and organizational culture. We conclude by describing opportunities for research at the intersection of strategic HRM and environmental management. If pursued with vigor, research addressing this extensive agenda could begin to establish a healthy field of Green HRM scholarship. Forschungsstand und Entwicklungsmöglichkeiten für Umweltorientiertes Personalmanagement: Einführung in das Schwerpunktheft Nachhaltigkeit in Umweltfragen ist ein immer wichtigeres Anliegen für Unternehmensleitungen, Regierungen, Konsumenten und Wirtschaftswissenschaftler. Während diese Akteure mit den Herausforderungen und Möglichkeiten unterschiedlicher Umweltfragen ringen, engagieren sich Personalwirtschaftler relativ zurückhaltend in entsprechenden Diskursen. Mit diesem Sonderheft zum Umweltorientierten Personalmanagement möchten wir die Personalwirtschaft stimulieren, ihre Rolle zu erweitern und sich mehr mit umweltorientierten Nachhaltigkeitsfragen zu beschäftigen. In der Einleitung stellen wir zuerst die Beiträge dieses Heftes vor und diskutieren dann die Forschungsfragen, die sich aus einer Betrachtung verschiedener Personalfunktionen ergeben. Am Ende beschreiben wir die Möglichkeiten für Forschung an der Schnittstelle von Strategischem Personalmanagement und Umweltweltmanagement. Energisch verfolgt, kann Forschung entlang dieser extensiven Agenda helfen, Umweltorientiertes Personalmanagement zu etablieren.

Scholars have shown that green human resource management (GHRM) practices enhance a firm's environmental performance. However, existing studies fail to explain how GHRM initiatives can enable a green organisational culture or how such a culture affects the environmental performance and sustainable development of the firm. This paper examines the relationship between GHRM practices, the enablers of green organisational culture, and a firm's environmental performance. We conduct a largescale survey of 204 employees at Chinese manufacturing firms. Our findings suggest that proenvironmental HRM practices including hiring, training, appraisal, and incentivisation support the development of the enablers of green organisational culture. We suggest the key enablers of green organisational culture include leadership emphasis, message credibility, peer involvement, and employee empowerment. Our paper contributes to HRM theory in terms of originality and utility of research by explaining that the enablers of green organisational culture positively mediate the relationship between GHRM practices and environmental performance. Managers are provided with a detailed understanding of the GHRM practices needed to enable an organisational culture of environmentally aware employees. Finally, we address potential implications of this work for teaching green organisational culture to future generations of responsible managers. KEYWORDS environmental performance, green human resource management, green organisational culture, sustainable development

Purpose-The purpose of the paper is to present a discussion on the "soft and human" side of building environmentally sustainable organizations, a flourishing management subfield called "green human resource management" (GHRM), which concerns alignment of people and environmental management objectives of organizations.

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