Guest Editorial : Green Human Resource Management and the Implications of Culture on Its Practices in Asia

Environmental, social and governance indicators are often used to assess an organization’s ethical and long-term sustainability and performance. Organizations with high environmental, social and governance scores tend to perform consistently and exceed market expectations (Rajesh and Rajendran, 2020). In particular, organizations that incorporate environmental welfare into their mission statement or core values not only achieve their organizational goals, but also achieve positive individual outcomes, such as employee engagement, willingness to take on organizational responsibilities and low turnover. Given the numerous environmental issues (e.g. pollution, global warming and waste management) that every industry faces directly or indirectly, there is an increased need and growing pressure for organizations to adopt sustainable strategies. As a result, the topic of green human resource management (GHRM) continues to attract the attention and interest of HRM scholars. A simple Google Scholar search (as of May 31, 2022) reveals 3,550,000 studies on this topic. Hence, GHRM is becoming one of the most important tasks for organizations, in addition to managing human resources from an economic perspective