INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XI November 2025  
Intellectual Structure of Green Human Resource Management and  
Environmental Self-Efficacy: Mapping Research Trends  
Kausilyah Chandran., Khairul Anuar Mohd Ali*, & Maryam Jamilah Ashaari  
Graduate School of Business, Universiti Kebangsaan Malaysia (UKM), Bangi, 43600 Selangor, Malaysia  
*Corresponding Author  
DOI: https://dx.doi.org/10.47772/IJRISS.2025.91100085  
Received: 17 November 2025; Accepted: 25 November 2025; Published: 29 November 2025  
ABSTRACT  
The analysis is focused on three aims: first, analyzing publishing trends and geographical representation,  
detecting emerging themes, and questioning the intellectual structure and future of the field. Using a bibliometric  
method, the study retrieved and analyzed 142 papers in the Scopus database with the support of VOS viewer and  
BiblioMagika. The results indicate that there has been a growing academic interest in GHRM and ESE,  
especially since 2020. The Asian countries, especially Pakistan, Malaysia, and China, have made noticeable  
contributions. Two main thematic groups were identified: one of the strategic constructs, sustainability, corporate  
social responsibility, and innovation, and the other of the psychological constructs, green behavior, self-efficacy,  
and human resource practices. The discussion explains why ESE is a crucial psychological process in GHRM  
that links HR policies and sustainable employee conduct. The implications of the study's findings are  
theoretically synthesized, enhancing GHRM and the ESE models by creating sustainability-based labor  
structures. The study can guide managers in developing GHRM interventions that will foster pro-environmental  
cultures. Overall, the study contributes to conceptual clarity by combining behavioral science with organizational  
sustainability, which implies a conscious shift toward employee-centric environmental change.  
Keywords: green management, human resource, environmental self-efficacy  
INTRODUCTION  
The growing pressure to address the challenges of environmental degradation and the advent of climate change  
has compelled organizations worldwide to raise the issue of sustainability to the level of a strategic imperative.  
In this regard, Green Human Resource Management (GHRM) has become one of the key processes of instilling  
environmental consciousness in employee behavior and organizational activities. GHRM aims to develop pro-  
environmental behaviour by systematically incorporating pro-environmental activities into conventional human  
resource (HR) functions (recruitment, training, performance management, and employee engagement) and, thus,  
promoting the pro-environmental culture on all organisational levels (Carballo-Penela et al., 2022). Another  
important psychological concept supporting this paradigmatic course is environmental self-efficacy (ESE), that  
is, how employees feel about their ability to perform actions likely to impact the environment, which correlates  
positively with behavioural intentions. Despite the growing interest in the literature on the relationship between  
GHRM and ESE, a unified theoretical understanding has not been achieved, and it is necessary to examine this  
issue in terms of empirical and theoretical analysis (Miah et al., 2024).  
The existing literature review of GHRM and ESE toward employee engagement in organisations tends to stay  
disjointed. Most studies look into these areas independently or lack an adequate sample size to produce a strong  
outcome. As such, no cohesive theoretical guide in the field would help explain the intellectual history, influential  
figures, growth trends, and the potential of cross-disciplinary cooperation in it (Musaddiq et al., 2024). Even  
though the importance of employee green behaviour and organisational support to environmental performance  
improvement has been highlighted in recent studies, the general body of knowledge still needs a systematic  
synthesis and mapping of emerging trends to inform future trend on GHRM and ESE (Farrukh et al., 2023).  
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INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XI November 2025  
Thus, this review outlines a gap that should be addressed through a bibliometric examination of the last decade  
to identify conceptual and intellectual connections between GHRM and ESE. This type of analysis is necessary  
as the world is committed to becoming more sustainable faster, and post-pandemic organizational changes are  
taking place (Kavvadia, 2022). The study's novelty lies in the integrative nature of the study design that unites  
GHRM, ESE, and pro-environmental behavior within the same bibliometric map. Unlike in the previous  
bibliometric reviews, which have explored GHRM generally, very few have explored its psychological roots,  
the ESE, and their implications on green behavior and sustainable organisation performance outcomes. Thus,  
the current study addresses the following three research questions (RQs):  
RQ1: What are the current publication trends in GHRM and ESE (Publication Trend, Annual Trend Publication,  
Most Productive Sources, Publication by Countries, Top 10 Productive Authors, Top 10 Productive  
Institutions)?  
RQ2: What are the identified research themes among researchers in this GHRM and ESE field?  
RQ3: What are the study's current intellectual structure and future direction of GHRM and ESE?  
METHOD  
The study's methodology is based on the framework developed by Linnenlukke et al. (2020) to perform a  
bibliometric analysis. By applying this methodology, the researcher acquires a complete understanding of the  
research field and its boundaries and identifies both the impactful authors and the new directions of possible  
research. Bibliometric approach is appropriate since it eliminates subjective evaluation to unveil the objective  
intellectual structure of the discipline (Xue et al., 2018). In line with Donthu et al. (2020), Leung et al. (2017),  
and Xu et al. (2018), these techniques can be defined as cross-disciplinary tools that create powerful structures  
of understanding thematic paths and research directions in dynamic academic spaces (Khanra et al., 2020, 2021;  
Liao et al., 2018; Martínez-L´opez et al., 2018).  
This analysis explores the directional trend of research on the intellectual framework of GHRM and ESE by  
applying bibliometric analyses. The article uses bibliographic coupling, co-occurrence, and network analysis  
and has a similar analytic approach to that of Khanra et al. (2020). The Preferred Reporting Items for Systematic  
Reviews and Meta-Analyses (PRISMA) framework was applied to perform its systematic literature review  
(SLR), and a final list of 138 records was identified and finally used for further analysis, as shown in Figure 1.  
Figure 1. Prisma Flow Diagram  
To retrieve pertinent articles, a search query using the TITLE-ABS-KEY was entered (refer to the keywords and  
search string), and Table 1 shows the criteria used to determine whether the retrieved article should be included  
or excluded.  
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INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XI November 2025  
Table 1. Inclusion and exclusion criteria  
Criteria Value  
Inclusion criteria a. Keywords search was based on all fields  
b. Documents written in the English language  
c. Documents published between 2015 and June 2025  
d. Document types are limited to article, book chapter, conference paper, review,  
book, conference review, and editorial note  
Exclusion criteria a. Date of publication before 2015  
b. Documents published in non-English languages  
Data analysis and cleansing were also performed with the help of bibliographic and Biblio Magika @ split tools.  
The information gathered from biblio Magika @Split and VOS viewer was merged, and then the bibliometric  
network and emergent trends were analyzed. Biblio Magika® is suggested to be an analytical instrument built  
into Excel for carrying out bibliometric calculations, emphasizing the evaluation of productivity in publishing  
and the analysis of scholarly output. Furthermore, Biblio Magika® also helps researchers process and prepare  
this data for subsequent use in VOS viewer and Biblioshiny (Aidi Ahmi, 2021; Aidi Ahmi, 2022).  
RESULTS AND ANALYSIS OF FINDINGS  
Nine analyses were performed on the 138 GHRM and ESE records, and the results are reported below.  
Document Type  
Table 2 shows how the document types in the dataset are distributed. The most significant contributions are in  
journal articles and 278 publications, 83.73 percent of the total output. It means that scholarly journal articles  
are the primary vehicle for spreading research in this area. The second most frequent type is book chapters with  
18 entries (5.42%) and conference papers with 17 publications (5.12%). There is also a representation of review  
articles, although to a lesser degree, since it comprises 3.61 percent, with the number being 12. Other document  
types, such as books (0.90%), notes (0.60%), conference reviews (0.30%), and errata (0.30%), are infrequently  
used. The prevalence of journal articles indicates a high level of attention to peer-reviewed works in the academic  
discussion of this field of study.  
Table 2. Document type  
Document Type  
Article  
TP  
278  
18  
17  
12  
3
%
83.73%  
5.42%  
5.12%  
3.61%  
0.90%  
0.60%  
Book Chapter  
Conference Paper  
Review  
Book  
Note  
2
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INTERNATIONAL JOURNAL OF RESEARCH AND INNOVATION IN SOCIAL SCIENCE (IJRISS)  
ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XI November 2025  
Conference Review  
Erratum  
1
1
0.30%  
0.30%  
The publication tendency of journal articles (83.73%) implies a high academic interest in disseminating peer-  
reviewed knowledge that reaffirms the validity and quality of studies in this field. This trend strategically allows  
scholars and institutions to invest in high-impact journal publications to improve visibility and academic impact.  
The relatively minor share of books and conference proceedings suggests that opportunities for interdisciplinary  
growth and broader participation of practitioners have not been fully exploited (Rahman & Nguyen‐Viet, 2023).  
Strategies that might be implemented in the future might be developing diversified products like policy briefs  
and practitioner-oriented chapters to address academic and applied research gaps.  
Publication by Year  
The trend of annual scientific publications is illustrated in figure 2, which shows that there are significant changes  
over the past decade and that the number of GHRM and ESE research outputs has risen dramatically within the  
last few years. Between 2010 and 2015, the publication activity was rather low and stable. Nevertheless, since  
2016, a gradual upward trend in the annual production is recorded and the highest production is recorded in 2022  
(97 publications). This explosion indicates greater research interest and academic investment in the GHRM and  
ESE. It is notable that the decrease is visible in 2023 and 2024, with 77 and 32 publications, respectively, which  
may be caused by the incompleteness of the data of recent years or the saturation of the basic research.  
120  
100  
80  
60  
40  
20  
0
4500  
4000  
3500  
3000  
2500  
2000  
1500  
1000  
500  
3995  
99  
66  
2282  
2497  
2463  
49  
1678  
1477  
33  
27  
25  
1112  
14  
587  
8
7
470  
2
2
263  
10 0  
2015 2016 2017 2018 2019 2020 2021 2022 2023 2024 2025  
Year  
Figure 2. Publication by Year  
Also, it can be seen that the increase between 2016 and 2022 is quite sharp, which is likely due to the growing  
international focus on the field over the period in question, as a result of the developments in policy frameworks  
and funding programs, as well as the academic cooperation in the field. The 2022 peak implies a stage of maturity  
of the research cycle, when the underlying theories and empirical studies could have been thoroughly  
investigated. Strategically, the trend has demonstrated a possibility for stakeholders to move away from  
fundamental research and more applied, interdisciplinary, and innovation-oriented research (Singh et al., 2025).  
Plans can be devoted to investigating new subareas, enhancing the technology transfer, or correlating the research  
results to sustainable development issues.  
The recent upslope is not understood as a loss of significance but as a transition period, which may provide  
opportunities to consolidate knowledge, synthesize evidence, and expand into previously underdeveloped areas.  
In addition, the institutions can use this trend to invest in global partnerships and capacity-building initiatives to  
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secure the sustainability and transformation of the research ecosystem. Overall, the tendency indicates that  
consolidation and diversification of efforts are important aspects of remaining relevant and having a strategic  
impact on future scholarly directions.  
Top Sources  
As Table 3 shows in its analysis of top source journals, it is possible to find critical insights into how scholarly  
work is disseminated and influences the GHRM and ESE. As can be observed, Sustainability (Switzerland) has  
the highest number of publications (TP = 23) because it is open to interdisciplinary and emerging issues related  
to sustainability. Nonetheless, Journal of Cleaner Production, even though having fewer published materials (TP  
= 16), has accumulated the most significant number of total citations (TC = 2,962) and a considerable number  
of citations-per-publication (C/P = 185.13), which indicates a more profound academic impact and greater  
acknowledgment in the academic community. The same is evidenced by journals such as Corporate Social  
Responsibility and Environmental Management and Business Strategy and the Environment, which show high  
citation performance compared to the number of articles published, meaning they have a high impact per article.  
Strategically, the result implies that it is highly effective to aim at journals with high citation rates, such as the  
Journal of Cleaner Production and the International Journal of Human Resource Management, as it can  
significantly contribute to increasing research visibility and academic reputation. In addition, the high value of  
h-index and g-index in these journals indicates a stable performance and impact over the years in the scholarly  
world. To those institutions and researchers, submitting to these high-impact outlets makes their work more  
widely disseminated and aligns with measures of success in academic performance and funding.  
In terms of strategy, future dissemination of research should pursue both volume and influence, with a mixture  
of outlets such as Sustainability in terms of accessibility and reach, and high-citation journals in terms of  
authority. Also, young scholars may find interdisciplinary journals with high m-index values (e.g.,  
Environmental Science and Pollution Research) to be an efficient tool to establish a long-term scholarly  
reputation. This complex publishing model will be crucial in achieving optimal academic contribution and  
strategic positioning in the knowledge economy as it transforms (Shan & Wang, 2024).  
Table 3. Top Sources  
Source Title  
TP  
NCA NCP TC  
C/P  
C/CP  
33.95  
185.13  
96.78  
h
g
m
1. Sustainability (Switzerland)  
23  
91  
51  
33  
19  
16  
9
645  
28.04  
185.13  
87.10  
12  
15  
6
23  
16  
10  
1.200  
1.667  
0.857  
2. Journal of Cleaner Production 16  
2962  
871  
3. Corporate  
Responsibility  
Social 10  
and  
Environmental Management  
4. International  
Manpower  
Journal of 8  
33  
30  
8
8
916  
368  
114.50  
46.00  
114.50  
46.00  
7
6
8
8
1.167  
1.200  
5. Environmental Science and 8  
Pollution Research  
6. Benchmarking  
8
31  
26  
8
7
708  
909  
88.50  
88.50  
8
6
8
8
1.143  
0.857  
7. Business Strategy and the 8  
Environment  
113.63  
129.86  
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ISSN No. 2454-6186 | DOI: 10.47772/IJRISS | Volume IX Issue XI November 2025  
8. International  
Human  
Journal of 6  
Resource  
18  
20  
20  
5
4
2
1317  
13  
219.50  
2.60  
263.40  
3.25  
4
2
2
6
3
5
0.364  
0.667  
1.000  
Management  
9. International  
Journal of 5  
Sustainable Development and  
Planning  
10. Journal of Hospitality and 5  
Tourism Insights  
43  
8.60  
21.50  
Note: TP=total number of publications; NCA=number of contributing authors; NCP=number of cited  
publications; TC=total citations; C/P=average citations per publication; C/CP=average citations per cited  
publication; h=h-index; g=g-index; m=m-index.  
Top Authors  
Table 4 trend analysis of the top authors shows that scholars' notable contributions in GHRM and ESE, and how  
they relate to the environmental performance. The table shows high-impact articles are published in highly-  
regarded journals, including Technological Forecasting and Social Change, Journal of Cleaner Production, and  
Business Strategy and the Environment. The first position is held by the study of Singh et al. (2020) on green  
innovation and leadership, with 1,246 citations and an annual average of 207.67, demonstrating influence and  
relevance. Likewise, Kim et al. (2019) and Roscoe et al. (2019) are not far behind, and this tendency indicates  
the increased interest in the impact of GHRM on employee behavior and organizational culture.  
These results highlight a coherent research pathway based on incorporating environmental sustainability within  
HRM practices. The large number of citations indicates that GHRM and ESE are not just emerging academic  
subjects but practical issues in all sectors. In this regard, future studies are bound to focus more on empirical  
validations, longitudinal studies, and cross-sectoral comparisons to enhance generalizability. In addition, the  
popularity of multi-authored articles shows the importance of collaborative and interdisciplinary work in  
developing impactful work.  
Strategically publishing, the research should be aligned with the widely cited themes of leadership,  
organizational behavior, and sustainable practices, which can significantly increase visibility and the potential  
for citation. Policymakers and practitioners can use these findings to incorporate green strategies into  
performance and talent management systems. In the future, the research needs to be geared towards globalizing  
GHRM and ESE principles by extending to underrepresented geographies and sectors to improve environmental  
and organizational performance.  
Table 4. Top Authors table  
No. Author(s)  
Title  
Source Title  
TC  
C/Y  
1
Singh, S. K., Green innovation and environmental Technological  
Del Giudice, performance: The role of green Forecasting  
M., Chierici, transformational leadership and green Social Change  
1246 207.67  
and  
R.,  
& human resource management  
Graziano, D.  
(2020)  
2
Kim, Y. J., The effect of green human resource International Journal 772  
Kim, W. G., management on hotel employees’ eco- of Hospitality  
110.29  
Choi, H. M., & friendly behavior and environmental Management  
performance  
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Phetvaroon, K.  
(2019  
3
Roscoe,  
S., Green human resource management and Business  
Strategy 598  
85.43  
Subramanian,  
the enablers of green organisational and the Environment  
N., Jabbour, C. culture: Enhancing a firm's environmental  
J., & Chong, T. performance for sustainable development  
(2019  
4
5
6
Zaid  
A.A.; The impact of green human resource Journal of Cleaner 536  
67.00  
64.63  
99.00  
Jaaron A.A.M.; management and green supply chain Production  
Talib Bon A. management practices on sustainable  
(2018)  
performance: An empirical study  
Ren, S., Tang, Green human resource management Asia Pacific Journal 517  
G.,  
Jackson,  
(2018)  
&
E research in emergence: A review and of Management  
S. future directions  
Rehman, S. U., Analyzing the relationship between green Technological  
Kraus, S., innovation and environmental Forecasting  
495  
and  
Shah, S. A., performance in large manufacturing firms Social Change  
Khanin, D., &  
Mahto, R. V.  
(2021)  
7
8
9
Masri, H. A., & Assessing green human resources Journal of Cleaner 427  
Jaaron, A. A. management practices in Palestinian Production  
47.44  
63.33  
62.00  
(2017)  
manufacturing context: An empirical  
study  
Chaudhary R. Green Human Resource Management and Corporate  
Social 380  
(2020) Employee Green Behavior: An Empirical Responsibility and  
Analysis  
Environmental  
Management  
Anwar N.; Nik Green Human Resource Management for Journal of Cleaner 372  
Mahmood organisational citizenship behaviour Production  
N.H.; Yusliza towards  
M.Y.; environmental  
the  
environment  
performance  
and  
a
on  
Ramayah T.; university campus  
Noor Faezah  
J.; Khalid W.  
(2020)  
10  
Guerci  
Longoni  
Luzzini  
(2016)  
M.; Translating stakeholder pressures into International Journal 371  
37.10  
A.; environmental performance  
–
the of Human Resource  
Management  
D. mediating role of green HRM practices  
Note: TC=total number of citations; C/Y= citation per-year  
Top Institutions  
Table 5 shows the concentration of research work in GHRM and ESE as indicated by the geographical and  
institutional focus of scholarly efforts and the leading institutions in these fields. The Superior University,  
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Lahore, has the most publications, 14 (4.22%), followed by the Taylor University Malaysia (2.71%), and a group  
of other Malaysian institutions, including the Universiti Sains Malaysia, Universiti Malaysia Terengganu,  
Universiti Utara Malaysia, and Universiti Putra Malaysia. This is a trend that demonstrates the relevance of  
Malaysian higher education institutions in the development of research that is sustainability-related, especially  
in the aspects of green practices, human capital development and sustainable management.  
Table 5. Top institutions  
No  
1
Institution  
TP  
14  
9
%
The Superior University, Lahore  
Taylor's University Malaysia  
Universiti Sains Malaysia  
King Faisal University  
Universiti Malaysia Terengganu  
Universiti Utara Malaysia  
Universiti Putra Malaysia  
Qatar University  
4.22%  
2.71%  
2.41%  
2.41%  
2.41%  
2.11%  
1.81%  
1.81%  
1.81%  
1.81%  
2
3
8
4
8
5
8
6
7
7
6
8
6
9
Iqra University  
6
10  
Sunway University  
6
The finding indicates a regional focus in GHRM and ESE research, which could be due to national policy  
priorities, institutional research incentives, and issues about climate change and industrial development in the  
region. This institutional clustering has a strategic base of regional cooperation, benchmarking, and capacity  
building, especially between universities in Southeast Asia and the Middle East. Moreover, institutions such as  
King Faisal University and Qatar University show greater involvement in the Gulf countries, which means  
increasing global interest in sustainable development in various economic conditions.  
Such strategic steps can include developing international research collaborations, joint grant submissions, and  
disseminating research in international journals with a high impact on improving the global profile and citation  
rate. Institutions yet to be top publication producers can apply this knowledge to determine working partners and  
invest in concentrated research groups or centers of excellence. Also, these results can guide policymakers to  
develop funding policies and academic-industry alliances to further institutionalize sustainability in higher  
education research agendas.  
Top Countries  
The distribution of the scholarly output across the globe is shown in Table 6, and it demonstrates the top countries  
in terms of their contribution to GHRM and ESE-related research. The statistics reflect a high presence of Asian  
nations, with Pakistan being the most fruitful nation with 78 publications (23.49%), China (18.67%), Malaysia  
(18.37%), India (12.95%), Saudi Arabia (9.94%), and Indonesia (9.34%). This Asian concentration implies a  
regional priority in GHRM and ESE concerns, probably due to the rapid industrialization, environmental issues,  
recycling and energy saving, the role of self-efficacy in providing a sense of hope and empowerment to address  
climate change, and how the interventions can be developed to help individuals have more environmental self-  
efficacy and the growing involvement of sustainable development goals (SDGs) into the national research  
agenda.  
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Table 6. Top countries  
Country  
Pakistan  
China  
Continent  
Asia  
TP  
78  
62  
61  
43  
33  
31  
24  
24  
16  
14  
%
23.49%  
18.67%  
18.37%  
12.95%  
9.94%  
9.34%  
7.23%  
7.23%  
4.82%  
4.22%  
Asia  
Malaysia  
India  
Asia  
Asia  
Saudi Arabia  
Indonesia  
France  
Asia  
Asia  
Europe  
Europe  
Oceania  
Europe  
United Kingdom  
Australia  
Italy  
The fact that European countries such as France, the United Kingdom, and Italy, as well as Australia, are present  
shows that the field continues to have global significance. They, however, contribute comparatively less than  
their Asian counterparts, which might be because of a change in research momentum to the emerging and  
developing economies. It may be explained by the fact that there is an urgent need for sustainable innovation,  
regulatory changes, and green economic shifts in the Global South.  
This trend is strategically indicating that the Asian countries, particularly Pakistan, China, and Malaysia, are  
emerging as major centers of sustainability research. These regions can use their research power to shape the  
international dialogue, secure international funding, and develop sustainable policy models. In addition, the  
increasing scholarly production in the developing economies introduces the prospect of Southeast collaborations,  
knowledge sharing, and co-development of localized sustainability solutions. High-performing countries should  
focus on high-impact journals, enhance interdisciplinary collaborations, and research capacity-building to stay  
in the game and remain relevant worldwide. Further, strategic partnerships with the most significant European  
and Oceanic institutions can extend their research impact globally and further increase the comparative worth of  
their sustainability innovations.  
Author Keywords  
The visualization of the co-occurrence of the author keywords created with VOSviewer provides an informative  
picture of the development of the thematic map in the research fields of GHRM and ESE during the last decade.  
Figure 3 shows clear sets of keywords that represent primary themes, new domains, and future research  
directions.  
The term “green human resource management” emerges as the most prominent, underscoring its foundational  
significance. Key concepts such as “sustainability,” “green innovation,” “green HRM practices,” and “pro-  
environmental behavior " are closely linked, reflecting a central research focus on aligning HR strategies with  
environmental objectives (Ahmad et al., 2021; Bhardwaj et al., 2025).  
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Figure 3. Author Keywords  
One of the prominent thematic clusters is devoted to green innovation and sustainable development, where  
GHRM can provide an efficient approach to sustainability driven by innovations. Scholars emphasize that such  
activities as green recruitment, training, and rewards foster the culture of innovation, which aligns the internal  
HR potential with the environmental needs (Shahzad et al., 2023). The other important group is the cluster  
including the concepts of "pro-environmental behavior" and "environmental self-efficacy", where the concept  
of ESE plays the role of a moderating or mediating variable in the link between the GHRM efforts and  
environment-responsible behavior, which illustrates the psychological underpinnings of sustainable behaviors.  
Other clusters include such terms as "organizational commitment", "environmental knowledge", and "corporate  
social responsibility". They are indicators of the multi-level interests of the field in terms of individual,  
organization, and social levels. CSR and GHRM intercept how ethical values affect employee environmental  
engagement (Aukhoon et al., 2024). Newer terms such as "SMEs", "manufacturing sectors", and "big data  
analytics "have emerged, which means an increased interest in high-impact sectors and data-driven HRM  
solutions. The mapping generally identifies that GHRM research is at an ab initio phase in which researchers  
have attempted to set up the bare ground in studies. However, the latest studies cover more complex individual  
organization dynamics such as ESE.  
Co-citation Author  
The study of GHRM and the ESE has now in the last ten years matured into a multidisciplinary body of work.  
As is shown in the co-citation map (Figure 4), there are a few clusters of authors, which are interconnected with  
one another and represent different research interests. The red group with researchers as Ramayah T., Yusliza  
M.Y., and Sarstedt M. has brought out the faces of the psychology of GHRM or the incorporation of ESE into  
the organizational environment. They offer empirical evidence of mediating effects of green climate and efficacy  
beliefs of employees to engage in sustainable behaviors.  
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Figure 4. Co-citation Author  
The green cluster, headed by scholars like Jabbour C.J.C., Redman T., Jackson S.E., and Renwick D.W.S.,  
presupposes the strategic approach to GHRM. The theory of Dynamic Capabilities and Resource-Based View  
(RBV) forms the foundation of this cluster, and the GHRM is conceptualized as a tool to align human capital  
towards the environmental objectives and establish competitive advantage and innovation. Meanwhile, the  
yellow cluster connects environmental psychology to GHRM because scholars, like Paille P., Boiral O., and  
Zacher H., focus on the significance of ESE as one of the key mediators in provoking voluntary green behaviours  
based on the Social Cognition Theory formulated by Bandura. The blue group, which includes researchers like  
Ringle C.M., Hair J.F., and Sarstedt M., with its contribution to methodology seeming to be of an advanced level,  
reinforces the empirical strength of the discipline, i.e., SEM and PLS-SEM. The new domains are cultural and  
contextual elements and exploration research on geographically underserved regions. This kind of theorized  
research focuses on the embolishment and pollution of behavioral, strategic, and rational thinking, and more  
research is expected to focus on the consideration of the digital workspace, green leadership, and Industry 4.0.  
Thematic Trends  
Thematic visualization of bibliographic coupling shown in Figure 5 displays the thematic patterns and the  
changing research frontiers in the fields of GHRM and ESE. With the help of VOSviewer mapping, this visual  
chart reveals how key themes have been interconnected during the last decade creating a dual-core system that  
represents both organizational management strategies and the broader imperatives of sustainability. The map is  
split into two major clusters: one composed of management-concept-dominated ideas (green cluster) and the  
other composed of macro-environmental and policy-driven ideas (red cluster), and the results are divided into  
thirteen themes. Moreover, Table 6 briefly addresses the cluster, keyword extraction, and themes.  
Figure 5. Thematic Trends  
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Table 6. Cluster, Keywords word extraction and Themes  
Cluster Key Word Extraction  
Cluster 1 management practice, best practices, strategic management, management Management  
Themes  
(Red)  
systems, organizational strategy, operational excellence, performance Practices  
management, business strategy, decision-making, efficiency, process  
improvement, sustainability management  
sustainability, sustainable practices, ecological responsibility, resource Sustainability  
conservation, long-term value, environmental stewardship, triple bottom line,  
sustainability strategy, resilience, sustainable innovation, climate action, carbon  
neutrality  
corporate social responsibility, CSR, stakeholder engagement, ethical behavior, Corporate Social  
community involvement, social impact, corporate ethics, sustainability reporting, Responsibility  
accountability, philanthropy, transparency, governance  
green economy, green growth, green investments, eco-innovation, green jobs, Green economy  
green transition, low-carbon economy, ecological economics, clean industries,  
green policy, circular economy, sustainable consumption  
innovation, eco-innovation, technological innovation, green innovation, R&D, Innovation  
disruptive innovation, innovation strategy, sustainable technology, creative  
thinking, product development, digital transformation, environmental innovation  
leadership, sustainable leadership, transformational leadership, green leadership, Leadership  
strategic leadership, environmental leadership, ethical leadership, visionary  
leadership, change leadership, responsible leadership, managerial capability,  
governance  
environmental economics, green finance, carbon pricing, ecological valuation, Environmental  
economic instruments, market-based solutions, environmental policy, climate economics  
finance, cost-benefit analysis, sustainability economics, externalities, emissions  
trading  
manufacturing, green manufacturing, sustainable production, eco-efficiency, lean Manufacturing  
manufacturing, clean technology, environmental management systems, life cycle  
analysis, resource optimization, production systems, industrial ecology, waste  
reduction  
performance assessment, performance metrics, sustainability indicators, Performance  
benchmarking, KPIs, evaluation, efficiency assessment, green performance, assessment  
scorecards, auditing, monitoring, environmental indicators, ESG performance  
Cluster 2 sustainable development, SDGs, sustainability goals, long-term planning, Sustainable  
(Green)  
integrated development, intergenerational equity, sustainability transition, development  
development planning, environmental justice, capacity building, inclusive  
growth, sustainable livelihoods  
human resource management, HRM, talent management, workforce planning, Human resource  
employee development, training, recruitment, HR practices, organizational management  
behavior, HR strategy, labor relations, performance management  
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green human resource management, GHRM, green training, environmental Green  
awareness, sustainable HRM, green recruitment, green performance appraisal, resource  
human  
green rewards, employee environmental behavior, eco-consciousness, management  
environmental motivation, green workplace  
environmental performance, pollution control, emissions reduction, Environmental  
environmental outcomes, resource efficiency, environmental KPIs, carbon performance  
footprint, waste reduction, eco-efficiency, environmental compliance,  
sustainability performance, water conservation  
DISCUSSION  
This paper is a systematic bibliometric study of the GHRM and ESE research, and it highlights a dynamic and  
interdisciplinary intellectual structure. The results answer the three research questions and provide a deep insight  
into the developmental pathway, thematic orientations, and conceptual intersections that define this emerging  
field.  
In RQ1, the trend review of publications shows a significant rise in scholarly interest after 2020, which is  
associated with the worldwide demands of corporate sustainability and employee involvement in environmental  
policies. The upsurge can be attributed to the paradigmatic change observed by Chaudhary (2020) and Kim et  
al. (2019), where GHRM is no longer regarded as a marginal HR activity but a transformative enabler of  
organizational change. The increased number of publications in high-impact journals like the Journal of Cleaner  
Production and Sustainability (Switzerland) proves the validity of GHRM-ESE as a fundamental research field.  
The geographical focus of the studies in Pakistan, Malaysia, and China validates the previous assertions of Naz  
and Haider (2023) that GHRM is becoming increasingly popular in developing economies to address the risks  
of industrialization on the environment. However, as Musaddiq et al. (2024) state, such contributions are usually  
inconsistent in their theoretical foundations, which this study aims to remedy by integrating the fractured  
literature in bibliometric coupling.  
As the answer to RQ2, the keyword co-occurrence and thematic mapping identified two prevailing streams of  
research: a macro-strategic one with sustainability, CSR, and green economy; and a micro-psychological one  
with ESE, green behaviors, and HR practices. This bipolar framework backs the view that Roscoe et al. (2019)  
expressed that sustainable change should be considered in systemic and behavioral terms. It is important to note  
that the study establishes ESE as a consequence of green HR practices and as a psychological variable that  
mediates how HR efforts find their way into pro-environmental behavior. This aspect has received little attention  
in the existing bibliometric studies (Ahmad et al., 2021). The value of this contribution is original in integrating  
the knowledge of different disciplines, linking environmental psychology and organizational behavior, and  
providing a comprehensive perspective of how HR practices engage employee-level drivers of sustainability.  
In RQ3, it is revealed that the intellectual landscape of the field is surrounded by four interconnected clusters of  
authors, namely behavioral psychology (e.g., Anwar et al., 2020), strategic management (e.g., Renwick et al.,  
2016; Jabbour & Renwick, 2020), environmental leadership (e.g., Singh et al., 2020; Roscoe et al., 2019), and  
methodological rigor (e.g., Ringle et al., 2020; Shoaib et al., 2021). This confirms what Farrukh et al. (2023) and  
Shahzad et al. (2023) observe regarding the maturing character of GHRM research that is shifting to move  
beyond case studies to more theory-based models and empirical testing. The present research is innovative in  
presenting ESE as a conceptual crossroad that links these clusters into one, referencing Bandura's Social  
Cognitive Theory (SCT) and the RBV by Barney in 2001. Consequently, it preconditions the further theoretical  
developments of the focus on the psychological facilitators of green transformation, a field that has been scattered  
in research.  
In synthesizing these insights, this research paper adds a distinctive bibliometric synthesis that traces trends and  
conceptualizes GHRM and ESE as mutually reinforcing constructs to the sustainability-based HRM paradigm.  
Although earlier investigations (e.g., Miah et al., 2024; Anwar et al., 2020) focused on the isolated models of  
ESE, the proposed study will provide an original integrative framework that will show how environmental  
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efficacy beliefs can be both antecedents and consequences of GHRM practices. Furthermore, this study  
establishes a research gap in empirical cross-sector and cross-cultural validations and recommends increased  
longitudinal and experimental studies to determine causality and generalizability.  
To sum up, this discussion again confirms that the convergence of GHRM and ESE became a theoretically  
informed, strategically oriented, and globally engaged domain. The study's novelty is that it is a systematic and  
conceptually advanced mapping, making ESE a psychological infrastructure essential in operationalizing green  
HRM at individual, organizational, and policy levels. Future studies should be aimed at optimizing this  
association with the help of interdisciplinary theories, broadening the geographical range of the samples, and  
immersing the digital transformation trends to increase green innovation and employee empowerment.  
Implications of the Study  
The following subtopics discuss the implications of the study:  
Theoretical Implication  
Theoretically, the study leads to knowledge on how environmental psychology, namely self-efficacy, interacts  
with the HRM strategies to affect sustainable behaviors. The placement of ESE in the context of GHRM allows  
the research to introduce an alternative lens through which the pro-environmental organizational behavior can  
be viewed. It confirms Bandura's SCT in the GHRM environment. It supplements Barney’s RBV because it is  
based on the argument that ESE can be a strategic intangible asset that leads to sustainable competitive advantage  
when created with specific HR practices. Moreover, the research proposes the necessity of the creation of  
integrative models that merge leadership, green culture, and psychological enablers in order to describe the  
dynamics of greening in organizations in a comprehensive manner.  
Policymaker Implications  
Policy-wise, this research would require the national and regional governments to incorporate the principles of  
GHRM and ESE into the national sustainability policies. The policymakers ought to create incentives to make  
the private and governmental institutions implement certified practices of GHRM and start upskilling programs  
in environmental competencies and self-efficacy. Since the existing studies focus on regional, particularly in  
Asia, the knowledge exchange and South-South cooperation can be viewed as a strategic opportunity. Moreover,  
the research indicates that the current labor policies should be changed by moving away from compliance-based  
models, where employees are regarded as active participants in environmental performance.  
Managerial implications  
To practitioners, this research highlights that it is as important to develop the environmental capabilities of the  
employees as it is to have formal sustainability policies. The HR managers should concentrate on the job design,  
incorporating green values, appraisal systems that recognize eco-behavior, and training that increases  
environmental confidence. The top and middle management should also establish psychological safety so that  
employees become ready to experiment with green initiatives without fear of failure. The growth of ESE needs  
to be tracked using digital tools and HR analytics, and the individual results must be integrated with the corporate  
sustainability objectives. Finally, the environmental change can be regarded as an open-ended and ongoing  
organizational process, which is not just technology- or policy-driven, but people-powered through human  
capital.  
Limitations and future study direction  
Even though this conceptual representation of GHRM and ESE is strong, it is characterized by numerous  
weaknesses. Being relatively rigid methodologically, bibliometrics and SLR restrict the study to peer-reviewed  
journal articles in the Scopus database. This weakness does not have the potential contribution that can be used  
on non-indexed material in government reporting, grey sources, and local publications, particularly in developing  
countries where the GHRM practice is picking up momentum.  
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The other limitation is based on the keyword search strategy, which was limited to article titles only. Although  
it guaranteed a high level of relevance, it could have missed interdisciplinary studies in which GHRM and ESE  
are the central topics but not mentioned in the titles (Chaudhary, 2020). Also, co-citation and keyword co-  
occurrence are valuable in providing structural data. However, they are not sensitive and context-sensitive to  
provide the relationships that determine how ESE operates in organizational and cultural contexts. Mixed-  
methods approaches should be used as future research, such as bibliometric analysis and qualitative methods,  
where HR professionals may be interviewed and longitudinal case studies conducted within different sectors.  
Since there is a regional variation in academic output and methodological sophistication, cross-cultural research  
is also necessary.  
CONCLUSION  
The article offers an innovative bibliometric mapping of GHRM and ESE, which shows a decade of intellectual  
development, emerging trends, and conceptual overlaps. The study answers three important questions regarding  
publication dynamics, thematic evolutions, and intellectual architecture of the field by combining bibliographic  
coupling, keyword co-occurrence, and co-citation analysis. The results indicate that GHRM and ESE have  
moved out of the periphery to become core organizational sustainability drivers, particularly after 2020. This  
development highlights the fact that there is an increased academic consensus that sustainable organizational  
change should involve systemic HR interventions and psychological empowerment processes like ESE. The dual  
nature of the discipline is indicated by the rise of two strong research clusters, strategic sustainability themes and  
psychological behavior themes.  
It is important to note that the study presents an innovative integrative framework that places ESE as a conceptual  
bridge between green HR practices and green behaviors of employees. This observation enhances theoretical  
frameworks in HRM and environmental psychology and establishes the basis of a new breed of interdisciplinary  
studies that integrates behavioral science and organizational strategy. The research offers a solid academic  
framework through which researchers, policymakers, and practitioners can support people-oriented  
sustainability agendas. It promotes the generation of theory-based, empirically tested models considering  
institutional frameworks and individual agency. In such a way, the study has a crucial role in the intellectual  
enrichment and strategic implementation of GHRM-ESE in the quest to achieve sustainable organizational  
transformation.  
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