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Green HRM and the Implications of Culture on its Practices in Asia

Special issue call for papers from International Journal of Manpower

Green HRM and the Implications of Culture on its Practices in Asia


Assistant Prof. Dr. Mumtaz Ali Memon
Air University, Islamabad, Pakistan
Email: [email protected]

Prof. Dr. Christian M. Ringle
Hamburg University of Technology (TUHH), Germany
Email: [email protected]

Dr. Nuttawuth Muenjohn
School of Management, College of Business
RMIT University Melbourne, Australia
Email: [email protected]

Dr. Jun-Hwa Cheah (Jacky)
Universiti Putra Malaysia, Malaysia
Email: [email protected]

Assistant Prof. Dr. Hiram Ting
UCSI University, Malaysia
Email: [email protected]


To date there is a clear deficiency in research which assesses how Green Human Resource Management (GHRM) can contribute to environmental management in the Asian context. Asia, the largest and most populous continent, is continually confronted with environmental challenges (Clark, 2017; Ren et al., 2018). Subsequently, environmental management is a key concern among many Asian countries (WEPA, 2018). Given the magnitude of Asian economy and development, little is done to explore and determine the role of GHRM in environmental management and overall environmental performance (Gholami et al., 2016; Li et al., 2011; O’Donohue & Torugsa, 2016; Paille, 2013; Subramanian et al., 2016). Therefore, considerable efforts are required to advance our understanding of the importance of GHRM in Asia as well as its current and potential influence on the environment.
It is well documented that culture is pivotal to effective HRM (Chew & Sharma, 2005; Gerhart & Fang, 2005). Particularly, cultural differences play a critical role in conceptualizing HRM and its various aspects (Brewster, 1999; Dunlop & Galenson, 1978; Khilji, 2003). Since environmental issues and its management differ across cultures (Liu et al., 2014; Selin, 2003; Sternfeld, 2015), substantial efforts are required to extend the current literature by looking into how national and organizational cultures would influence GHRM. Globalized economies which are highly connected due to technological advancement and cross-border business activities mean that these diverse cultures have a profound effect on how organizations are led and how they behave. In a recent systematic review by Ren et al. (2018, p. 797), it is claimed that “no research examines how culture influences the effects of GHRM”. Thus, the present special issue seeks to address these gaps in the literature.
This Special Issue aims to provide a comprehensive view of GHRM in the Asian context. In addition to enhancing the understanding on GHRM in Asia, it also attempts to explore and determine the implications of culture on GHRM practices across the countries or within the organizations in Asia. Studies in the western context to compare and contrast GHRM practices in Asia are welcome.
Organizations need to look beyond their goal of profit-making. To achieve their goal, they integrate their policies and practices such that they can create common value. Thus, the special issue shall broaden the horizons of managers in organizations. In addition to scholars in the fields of HRM, Organizational behavior and Green management, those who are practicing GHRM and or planning to implement will stand benefited from this special issue by understanding the driving factors, barriers, challenges, and other unexplored aspects of GHRM and its connection to environmental performance in Asia.


This special issue invites original studies from scholars from Asia and beyond to contribute to research topics that include:
GHRM in Asia

  •     Green Human resource management and environmental management,
  •     Key practices or best practices to improve workplace environmental management,
  •     GHRM and its impact on the employees, such as job performance and organizational citizen behavior,
  •     Stakeholder management in the implementation of GHRM,
  •    The Fourth Industrial Revolution and GHRM in Asia,
  •    Expatriate Management and its impact on GHRM in Asia.

Culture and GHRM

  •    Integration of national culture and organizational culture
  •    Exploring the different contexts of GHRM and the effect of cross-cultural diversity
  •    Compare and contrast GHRM practices in the East and West
  •     Creating a model with GHRM, culture and organizational behavior

Other Related topics:

  •    Global Leadership and its implications on GHRM in Asian context
  •     Roles of HR and policy makers
  •    Theoretical or conceptual argument in GHRM in Asiatic context
  •     Measurement issues in GHRM



1.    Conceptual papers using meta-analysis, systematic literature review or narrative review.
2.    Empirical papers using a quantitative, qualitative or mixed-methods approach which contribute to knowledge and practice. Cross-sectional studies are welcome although papers using experimental or longitudinal design are preferred.
3.    Methodological papers which address measurement issues and provide guidelines for methods and procedures related to GHRM.


Submission Deadline: 30 May 2020. Please follow the International Journal of Manpower author guidelines here.


The special issue is tied to the International Symposium on Applied Structural Equation Modeling and Methodological Matters in Melaka, Malaysia on 21 - 24 August 2019, as well as 2020 International Conference on Partial Least Squares Structural Equation Modeling (PLS-SEM) on 17 - 19 March 2020 at Beihang University in Beijing, China. Outstanding papers presented at these conferences will be invited for full paper submission. However, the guest editors also welcome submissions that have not been submitted to or presented at these conferences.


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Chew, I. K. H., & Sharma, B. (2005), "The effects of culture and HRM practices on firm performance: Empirical evidence from Singapore", International Journal of Manpower, Vol. 26 No. 6, pp. 560-581.
Clark, T. (2017). Some of the biggest environmental challenges faced by Southeast Asia.
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O’Donohue, W., & Torugsa, N. A. (2016), "The moderating effect of Green HRM on the association between proactive environmental management and financial performance in small firms", International Journal of Human Resource Management, Vol. 27 No. 2, pp. 239-261.
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Ren, S., Tang, G., & Jackson, S. E. (2018), "Green human resource management research in emergence: A review and future directions", Asia Pacific Journal of Management, Vol. 35, pp. 769-803.
Renwick, D. W. S., Jabbour, C. J. C., Müller-Camen, M., Redman, T., & Wilkinson, A. (2016), "Contemporary developments in green (environmental) HRM scholarship", International Journal of Human Resource Management, Vol. 27 No. 2, pp. 114-128.
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Subramanian, N., Abdulrahman, M. D., Wu, L., & Nath, P. (2016), "Green competence framework: Evidence from China", International Journal of Human Resource Management, Vol. 27 No. 2, pp. 151-172.
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