Green human resources management and green innovation: a meta-analytic review of strategic human resources levers for environmental sustainability

Abstract

Green Human Resource Management (GHRM) has become a vital lever for driving organizational sustainability, yet the empirical relationship between GHRM and Green Innovation (GI) remains fragmented and inconclusive. This meta-analysis integrates findings from 52 peer-reviewed studies published between 2015 and 2025, encompassing 23,103 observations, to estimate the overall effect of GHRM on GI and to examine the influence of specific HR practices and contextual moderators. Grounded in the Ability–Motivation–Opportunity (AMO) framework, the Resource Based View (RBV), and the Theory of Planned Behavior (TPB), the study reveals a significant positive pooled effect, affirming that GHRM is a consistent and influential driver of GI. Among HR practices, green-linked compensation demonstrated the strongest impact, surpassing training and recruitment. Moderator analyses reveal that effect sizes differ meaningfully by industry type, firm size, and year of publication, but not by country development status or statistical method. These results contribute to theoretical advancement by integrating behavioral, strategic, and cognitive perspectives on sustainability-oriented innovation. Practically, the findings offer actionable insights for managers and policymakers on designing effective GHRM systems that stimulate eco-innovation. This study delivers the first quantitative synthesis clarifying when, where, and how GHRM enhances green innovation across diverse sectors and economies, providing a robust foundation for future research and strategy in sustainability-driven human capital development.