Green human resource management in tourism and hospitality: theory and impact-driven analysis

Purpose This study offers a systematic review of green human resource management (GHRM) in the hospitality and tourism settings, critically synthesizing and evaluating 178 peer-reviewed articles published between 2014 and 2024 to clarify theoretical development and identify key research gaps in the field. Design/methodology/approach Following the PRISMA protocol, the study employs a transparent, replicable review process to examine the theoretical foundations, methodological orientations and multilevel impacts of GHRM in this labor-intensive, service-based sector. Findings The findings reveal that the ability-motivation-opportunity (AMO) framework and the resource-based view (RBV) are the dominant theoretical perspectives underpinning GHRM research in hospitality. Supported by other theories, employees emerge as central mediators translating GHRM initiatives into environmental outcomes and service experiences, thus positioning human capital as a valuable, rare, inimitable and non-substitutable (VRIN) resource. The review also identifies key theoretical, methodological and contextual limitations in the existing literature to guide future research. Practical implications The review suggests that managers should implement GHRM as an integrated strategic system and prioritize employees' role as the primary mechanism for creating sustainable organizational and customer value. Policymakers and regulators can further facilitate GHRM adoption through standardized implementation guidelines and certification frameworks. Originality/value This study moves beyond descriptive prior reviews by developing a more analytically grounded and integrative multilevel framework of GHRM impacts, explaining how complementary theoretical perspectives collectively account for the mechanisms through which GHRM creates value across levels. By clarifying the central role of employees in this GHRM outcome model, the review suggests reconceptualizing GHRM as a human-centered transformation process rather than merely a collection of green HR practices.