ABSTRACT Green human resource management (GHRM) is increasingly recognized as a strategic mechanism through which organisations contribute to sustainable development and environmental performance. However, existing empirical evidence remains fragmented across practices, outcomes, and contextual contingencies. Using the preferred reporting items for systematic reviews and meta‐analyses (PRISMA) guidelines, this systematic literature review synthesizes 125 quantitative empirical GHRM studies published between 2014 and 2025, retrieved from Scopus and Web of Science. Bibliometric mapping (R–Biblioshiny and VOSviewer), complemented by thematic coding, the review identified five themes: (1) individual‐ and organisational‐level antecedents of GHRM adoption; (2) employee‐ and organisational‐level outcomes (e.g., pro‐environmental behaviour, green creativity, and environmental/financial performance); (3) individual boundary conditions (e.g., green values, knowledge, and demographics); (4) organisational boundary conditions (e.g., leadership, culture, environmental strategy, and resource commitment); and (5) emerging multi‐level pathways through which employee outcomes aggregate into organisational environmental performance. The review highlights the dominance of cross‐sectional survey designs in GHRM research, with limited longitudinal, multi‐source, or multi‐level testing. Building on cross‐level interactions and ecosystem logics, the study develops an integrated framework and nine propositions that explain how and under what conditions GHRM contributes to sustainability outcomes. This review also presents implications for theory, practice, and future research to advance GHRM as a lever for organisational sustainability.
Priyashantha et al. (2026) studied this question.