The paper makes a case for the integration of the largely separate literatures of environmental management (EM) and human resource management (HRM) research. The paper categorizes the existing literature on the basis of Ability–Motivation–Opportunity (AMO) theory, revealing the role that Green human resource management (GHRM) processes play in people‐management practice. The contributions of the paper lie in drawing together the extant literature in the area, mapping the terrain of the field, identifying some gaps in the existing literature and suggesting some potentially fruitful future research agendas. The findings of the review suggest that understanding of how GHRM practices influence employee motivation to become involved in environmental activities lags behind that of how organizations develop Green abilities and provide employees with opportunities to be involved in EM organizational efforts. Organizations are not using the full range of GHRM practices, and this may limit their effectiveness in efforts to improve EM.

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.

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Although line managers have always been involved in managing human resources (HR), it is within human resource management (HRM) that their involvement has been placed centre‐stage as a core element of an HR approach. This article reports findings from 40 interviews with line managers on their experiences in handling HR work that has been devolved to them, from a study of three different UK work organisations. The study finds that significant organisational benefits and costs exist from involving the line in HR work. The article concludes that participation of both line and HR managers in HRM needs to be re‐assessed, as line involvement in HRM is a problematic initiative for organisations to adopt.

comparative studies between countries in subjects related to sustainability management, low carbon economy, and strategic sustainable business. Joseph Sarkis. He has been a faculty member at WPI since July 2013. He previously served as a faculty member at Clark University and the University of Texas at Arlington. His teaching and research interests are in the field of operations, supply chain management, and sustainability. He is the author or co-author of approximately 400 publications. His research is widely cited and earned the designation of highly cited researcher in 2016 from Thomson-Reuters.