Green Human Resources Management in the Hotel Industry: A Systematic Review

Abstract

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.

Spatial distribution of elements, environmental effects, and economic potential of waste from the Aksu ferroalloy plant [Kazakhstan]

“…Logically, keeping the waste mass in storage leads to the alienation of natural territory. When studying the environmental aspects of technogenic objects, it is necessary to determine the degree of effect on human health, the use of green solutions and the potential for tourism development [ 29 – 32 ]. Two obvious assessment methods are to determine the average excess concentration of heavy metals over the level of maximum permissible concentrations [MPC] in the ground and to calculate the total pollution coefficient Zc [ 23 – 26 ].…”

The Contradictious Expectations of the Actors of the Tourism Organizational and Consumer Market in Sustainable Destination Development

“…However, as a result of uncontrolled fishing activities and nomadic camping, garbage contamination is significant in some hotspots. In terms of human resources, the destination is one of the underdeveloped areas (Alreahi et al, 2023).…”

Exploring the Relationship between Green Human Resource Management and Green Creativity: The Moderating Influence of Green Behavioral Intention

“…Green human resource management, also recognized as GHRM, is a common strategy among many hotels to interact with their employees, who are becoming more environmentally conscious. Previous research (Alreahi et al, 2023) indicates that green human resource management involves the deliberate and organized orientation of HRM practices with organizational social and ecological objectives in various industries. It is widely accepted in the contemporary discipline of HRM that green human resource management contributes to an organization's broader environmental initiative, such as corporate social responsibility, by incorporating social and ecological issues into HRM procedures and guidelines (Kanan et al, 2023).…”