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Green Human Resource Management and Green Psychological Climate: A Scoping Review Through the AMO Framework

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  • Mabel San Román-Niaves

    (Department of Psychology, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

  • Sofia Morandini

    (Department of Psychology, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

  • Matteo Antonini

    (Department of Psychology, University of Padova, 35131 Padova, Italy)

  • Luca Pietrantoni

    (Department of Psychology, Alma Mater Studiorum, University of Bologna, 40126 Bologna, Italy)

Abstract

The increasing emphasis on environmental sustainability in organizations has underscored the need to understand how human resource practices shape employee environmental behaviors and perceptions. This scoping review examines the relationship between Green Human Resource Management (GHRM) practices and Green Psychological Climate (GPC), analyzing their combined impact on organizational environmental outcomes through the Abilities–Motivation–Opportunities (AMO) framework. Following PRISMA-P guidelines, 16 empirical studies published between 2017 and 2024 were systematically reviewed. Findings reveal strong positive associations between GHRM and GPC, with green pay and rewards, performance management, and training emerging as key drivers. GPC acts as a critical mediating mechanism, facilitating the translation of GHRM initiatives into enhanced environmental performance and voluntary green behaviors. The effectiveness of these relationships is influenced by organizational factors (e.g., ethical leadership, green culture) and individual characteristics (e.g., environmental sensitivity, age). Through the AMO lens, the results suggest that an integrated GHRM system that enhances employees’ abilities, motivation, and opportunities creates synergistic effects, fostering a sustainability-oriented climate and reinforcing pro-environmental behaviors. These findings contribute to the theoretical understanding of sustainability-oriented HRM while offering practical insights for organizations seeking to align human resource practices with environmental objectives.

Suggested Citation

  • Mabel San Román-Niaves & Sofia Morandini & Matteo Antonini & Luca Pietrantoni, 2025. "Green Human Resource Management and Green Psychological Climate: A Scoping Review Through the AMO Framework," Sustainability, MDPI, vol. 17(6), pages 1-30, March.
    • Handle: RePEc:gam:jsusta:v:17:y:2025:i:6:p:2535-:d:1611772
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    References listed on IDEAS

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    1. Syed Mehmood Ali Shah & Yang Jiang & Hao Wu & Zahoor Ahmed & Irfan Ullah & Tomiwa Sunday Adebayo, 2021. "Linking Green Human Resource Practices and Environmental Economics Performance: The Role of Green Economic Organizational Culture and Green Psychological Climate," IJERPH, MDPI, vol. 18(20), pages 1-17, October.
    2. Muzammel Shah, 2019. "Green human resource management: Development of a valid measurement scale," Business Strategy and the Environment, Wiley Blackwell, vol. 28(5), pages 771-785, July.
    3. Taeuk Kim, 2022. "Assessing the Impacts of Individual and Organizational Factors on South Korea Hotels’ Green Performance Using the AMO Model," IJERPH, MDPI, vol. 19(16), pages 1-16, August.
    4. Yuechao Du & Minghao Yan, 2022. "Green Transformational Leadership and Employees’ Taking Charge Behavior: The Mediating Role of Personal Initiative and the Moderating Role of Green Organizational Identity," IJERPH, MDPI, vol. 19(7), pages 1-16, March.
    5. Silu Chen & Wanxing Jiang & Xin Li & Han Gao, 2021. "Effect of Employees’ Perceived Green HRM on Their Workplace Green Behaviors in Oil and Mining Industries: Based on Cognitive-Affective System Theory," IJERPH, MDPI, vol. 18(8), pages 1-16, April.
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    Cited by:

    1. Dagnu Haile Tessema, 2025. "The impact of green human resource management practices on corporate sustainability: the case of public hospitals," Future Business Journal, Springer, vol. 11(1), pages 1-15, December.

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