Past Trends and Future Directions on Green Human Resource Management and Green Innovation: A Bibliometric Analysis (2013-2023)

doi:10.21203/rs.3.rs-3110398/v1

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Past Trends and Future Directions on Green Human Resource Management and Green Innovation: A Bibliometric Analysis (2013-2023)

https://doi.org/10.21203/rs.3.rs-3110398/v1

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This study aims to cover the research trends on the published literature of Green Human Resource Management and Green Innovation. In addition, we explored the topic's research trends in the context of what, how, when, where, and by whom. The study used the Scopus Data base to retrieve bibliometric data from year 2013 to March 2023. Using preferred reporting items for systematic reviews and metanalysis (PRIZMA) approach, 47 published articles were finalized from the data set of 312 articles. The software VOSviewer is used to analyse the bibliometric data and insights are presented regarding past trends and future directions. Results indicate that there is an upward surge of research on the topic in recent years. Moreover, this study summarizes the past trends, contribution of major authors, institutions and international collaborations. Furthermore, this study presents the summary of findings of top cited papers and maps out noticeable future directions for the researchers.

Green Innovation

Green Human Resource Management

Sustainability

PRIZMA

Bibliometric

In present, organizations are concerned about environmental challenges and seeking sustainable resources for business development. Sustainable resources not only provide competitive edge to organizations but also linked to social and societal wellbeing (Eiadat et al., 2008). The increased pressure from society and external stakeholders has led organizations to opt Green Human Resource Management (GHRM) as a strategic tool to achieve sustainable goals in the longer run (Guerci et al., 2016). Studies show that GHRM has a positive impact on the green behavioural outcomes of employees which ultimately leads towards better environmental, social, financial and innovation performance (Kim et al., 2019). As a result, GHRM reflects an organization's strategic focus on environmental preservation and enable top decision makers to pay attention on practices that encourages individuals to engage in green activities in order to lessen environmental harm at the workplace (Oh et al., 2016). Consequently, Green Human Resource Management practices are becoming important for organizations to be sustainable and competitive in the market (Guerci & Carollo, 2016).

Green Human Resource Management refers to the use of HRM practices to support environment sustainability goals within the organizations; green HRM practices cover the aspects of Green Hiring, Recruitment and Selection, Trainings, Rewards and Compensations, Performance Management System (Renwick et al., 2013). These mentioned aspects of GHRM motivate the employees to participate in activities related to sustainable development of organization (Longoni et al., 2018). Such green activities will help the organization to have an attractive green image with increased environmental performance (Tang et al., 2018). Indulging in such green activities by the implementation of GHRM; employees will be able to come up with creative solutions to environment related issues, leading to Green Innovation.

Past studies have proven the relationship between GHRM and Green Innovation. Organizations, who implement GHRM are better able to innovate the products and processes in a way causing least harm to the environment (Bahmani et al., 2023; Singh et al., 2020; Song et al., 2021). Green Innovation refers to the creative ideas to develop eco-friendly products and processes by adopting activities; using eco-friendly raw material, aiming at environment friendly policies which could reduce environmental emissions, lessening the use of resources (electricity, water, gas, fuels and other raw materials) (Gunasekaran & Spalanzani, 2012).

Green Hiring induct employees who are concerned with environmental issues and have knowledge and competencies to solve environmental related issues leading to Green Innovation (Song et al., 2021). Another aspect Green trainings, enable the employees to acquire the required skills for Green Innovation (i.e., acquire knowledge) and come forward with the novel ideas to innovate the products and processes which are eco-friendly (Chowhan, 2016). Studies prove that organizations performing Green Innovation are better able to have enhanced environmental performance and successful in the longer run (Albort-Morant et al., 2017). Green Innovation has now become a significant strategic tool for organizations which might be portrayed as a blend of information and abilities that develops business innovations with harmless impact on environment (Leal-Millán et al., 2016).

This paper applies Bibliometric Approach to investigate the relationship between GHRM and Green Innovation on the published literature of 47 research articles from 2013 to March 2023. The vast amount of data is streamlined into a structured and understandable form through bibliometric analysis. This approach helps in the identification of historical trends that serve as a foundation for building future research trends in the relevant field. It aids in our analysis of the significant research gaps, which can be crucial for further investigation (Donthu et al., 2021). In past, researchers have applied bibliometric analysis on GHRM but there exists a research gap on investigating the trends between GHRM and Green Innovation. This paper aims to answer the following questions by using Bibliometric Approach:

What is the publication volume and citations received on GHRM and Green Innovation literature published in business research journals between 2013 and March 2023?

How is the published literature on GHRM and Green Innovation distributed across the journals?

What is the geographical distribution of GHRM and Green Innovation literature published in business research from 2013 to March 2023?

What are the authorship trends that characterize the GHRM and Green Innovation literature in business research?

What are the trends of Bibliographic coupling of documents regarding the literature of GHRM and Green Innovation?

What are the antecedents, moderators, outcomes, and mediators of relationships associated with GHRM and Green Innovation in business?

After sustainable development goals (SDGs) by UN, environmental sustainability has become a priority for organizations. In the recent years, the volume of published literature on GHRM has been increasing, and now the researchers are more into interdisciplinary approach of investigating the relationship of GHRM with Green Innovation to have sustainable competitive advantage. Shedding some light on past researches on Bibliometric analysis on GHRM; one of them included the bibliometric analysis on 247 articles on GHRM extracted from Web of Science database. The scholar analysed the 247 articles from year 2005 to June 2021 (Bahuguna et al., 2023). Another research by Khan and Mukhtar (2020) applied the bibliometric analysis on 147 documents on the topic GHRM retrieved from Scopus platform from year 2008 to 2020. Recently, another scholar put forward his investigations on the relationship between GHRM and Employee green Creativity in Hospitality Industry using Bibliometric approach. For this purpose, 52 articles were extracted from different databases, but the analysis was performed on screened out 11 articles from Scopus data base in the respective domain (Choudhary & Datta, 2023). Our research makes a significant contribution to the field of research by performing bibliometric analysis on this interdisciplinary topic, as there is no bibliometric research on the relationship between GHRM and Green Innovation. Additionally, this study stands out by identifying knowledge gaps and suggesting potential directions for future studies.

The methodology used for the bibliometric analysis on the relationship between GHRM and Green Innovation comprises of 3 steps. 1) Database used for articles retrieval, 2) Methods and techniques opted for filtering out the extracted data and 3) Software used for running the analyses.

1) Database for retrieving Articles

Bibliometric examination requires extraction of material from solid information base. This paper picks Scopus database for extraction of distributed articles. According to Gaurav et al., (2021), Scopus is profoundly solid database as it covers a broad scope of distributed material in different spaces. Scopus data set provides the extensive details of authors, references, authors’' affiliations, journals, countries, years of distribution, and so forth which empower us to perform Bibliometric Examination (Enciso-Alfaro & García‐Sánchez, 2023).

Certain keywords have to be entered to get the desired articles for analysis. The criteria for searching different articles play a very crucial role in data extraction. As this paper is intended to investigate the relationship trends between GHRM and Green Innovation, so the combination of following keywords including both from GHRM and Green Innovation is entered as follows:

Green Human Resource Management, GHRM, Green HRM, Green Training, Green Compensation, Green Management Practices, Green Management Concern, Green Recruitment, Green Selection, Environmental Management Practices, Eco- Management Practices, Sustainable Human Resource Management, Sustainable Management Practices
Green Innovation, Eco-Innovation, Environmental Innovation, Sustainable Innovation, Green Innovative Behavior, Green Innovativeness, Eco-innovativeness, Sustainable Innovative Behavior, Sustainable Organizational Innovativeness, Environmental Innovativeness, Green Innovation strategies etc.

These keywords helped in the extraction of 312 documents altogether from 2013 to 2023. A large portion of them were published articles alongside conference papers, review papers, book chapters and rest were blanks.

2) Technique used for Filtering out Data

PRISMA approach is used for screening out the data. It consists of 3 steps as per Fig. 1: identification, screening out important data for exclusion and lastly the inclusion of the final material required for the review. First step identification, Scopus database provided us with 312 articles in total. At this stage before screening, 5 articles were removed as the file had some blanks in it which could lead to misinformation in future. At the second step, 307 articles were screened out. After careful reading of titles and abstracts in detail, 257 records were eliminated and 50 articles were retrieved which having the relation between GHRM and Green Innovation. Out of these 50 retrieved articles, 3 were further removed as one of them was conference paper and remaining two were review papers. At the final stage, 47 published articles were selected for the analysis from year 2013 to March 2023. Figure 1 summarizes the steps of PRISMA Approach selecting final 47 articles showing the relationship between GHRM and Green innovation.

3) Software used for Analysis

Software VOSviewer (1.6.18) version has been used to run the bibliographic analysis. This software has been selected because of its user-friendly interface. It helps to run different analysis, to know the impactful authors, number of citations, major countries contributing in the given domain, major institutes working in this field, bibliographic coupling analysis, major documents being co-authored. It generates network images with items and clusters. The network images help us to better understand the trends and analysis by showing links among items. VOSviewer assist us with extraction of tables as well which help us to grasp the pictorial perspectives on our set criteria for the analysis. Additionally, VOSviewer can better examine the bibliographic pointers more efficiently. Perception of the scholarly construction can be handily delivered through the analytical capabilities of the software. This perception of the information then expands the bibliographic information's interpretability (Gu et al., 2021).

Yearly Publication and Citation Trend

Figure 2 shows yearly publication trend of articles extracted from Scopus Database. The graph is not linear from 2013-19 however from 2020 to March 2023 it is showing a rapid increase in the publications. The publication trend of recent years shows that now scholars are more interested to investigate the relationship between Green Human Resource Management and Green Innovation.

Table 1 Yearly Citation of Articles

Year	Citation Received
2023	13
2022	55
2021	229
2020	705
2019	412
2018	114
2017	10
2016	60
2015	0
2014	98
2013	158

Out of these 47 published articles, 15 have been published in 2023, which is the highest number of publications among rest of the years. First article discussing the relationship between GHRM and Green Innovation came in 2013 which emphasized on GHRM training i.e., the part of Human Resource Management helps in the adoption of Environmental Innovation and the data for this research has been gathered from 555 manufacturing industries of Italy (Antonioli et al., 2013). A recent publication on the given topic by Awan et al. (2023) discusses the mediated-moderation approach i.e., Green Human Resource Management leads to Green Innovation which further enhances the Environmental Performance of the Firm. Green Innovation acts as a mediator whereas Green Transformational Leadership acts as a moderator between GHRM and Green Innovation, and the results show the moderator strengthens the relationship between GHRM and Green Innovation.

Years 2017–2019 show the consistent trend with (n = 1) publication each year. A steady increase in publications has been observed from year 2020 to 2023 with publications 2020 (n = 5), 2021 (n = 8), 2022 (n = 11), 2023 (n = 15). So, Fig. 2 summarizes the yearly publications of articles; 2023 with highest number of publications (n = 15). Table 1 shows the yearly citation trend and It can be seen that year 2020 has received highest number of citations yet (n = 705). Year 2019 stands second highest in the table with (n = 412) citations. Although the maximum number of articles got published in 2023 but they have not received the maximum number of citations yet. From the table it can be predicted, as publications have been increasing yearly, so the respective year will receive increase in citations on the published articles.

Journal Publication Trend

Ten main journals have been presented in Table 2 on the basis of highest number of Publications out 0f 47 selected articles. Table 2 shows the Journal name, n = number of publications, %= percentage that journal is contributing to the total of 47 publications, TC = total citations the journal has received till now, Impact Factor of that journal and the article with highest of number citations published in that particular Journal. A total of 44.68% is condensed in the Fig. 3 with respect to these 10 journal publications. Figure 3 shows the percentage of each journal out of top 10 contributing towards publication of articles on the topic of GHRM and Green Innovation. Out of top 10 journals, ‘’Environmental science and Pollution Research’’ and ‘’Sustainability (Switzerland)’’ top the table with maximum number of publications (n = 4) with 8.51% on the linkage between GHRM and Green Innovation. A journal named ‘’Technological Forecasting and Social Change’’ comes at third with total publications (n = 3) and 6.38%. Three journals have total publications (n = 2) and then the rest of the journals given in the table have only one publication with 2.13% till now.

Along with this information, impact factor of the journals has also been discussed in the table. Journals with greater number of publications may not have the high impact factor. The Journal with highest impact factor 11.072 is the ‘’Journal of Cleaner Production’’ although its publications are fewer in number. The top two journals with highest publications ‘’Environmental Science and Pollution Research’’ and ‘’Sustainability (Switzerland)’’ have impact factor of 5.19 and 3.88 respectively.

Table 2

Journal wise Publications
Journal	N	%	TC	Impact Factor	Highest Citation Document
Environmental Science and Pollution Research	4	8.51	8	5.19	“Stimulating environmental performance via green human resource management, green transformational leadership, and green innovation: a mediation-moderation model”
Sustainability (Switzerland)	4	8.51	147	3.88	“The continuous mediating effects of GHRM on employees' green passion via transformational leadership and green creativity”
Technological Forecasting and Social Change	3	6.38	1073	10.884	“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”
International Journal of Sustainable Development and Planning	2	4.26	4	0.284	“Green human resource management and environmental innovativeness”
Frontiers in Psychology	2	4.26	2	4.232	“Impact of Green HRM Practices on Environmental Performance: The Mediating Role of Green Innovation”
Journal of Cleaner Production	2	4.26	128	11.072	“Technological turbulence and greening of team creativity, product innovation, and human resource management: Implications for sustainability”
British Food Journal	1	2.13	36	3.224	“Why food companies go green? The determinant factors to adopt eco-innovations”
European Journal of Innovation Management	1	2.13	53	4.75	“Effects of green human resource management and managerial environmental concern on green innovation”
Research Policy	1	2.13	158	9.473	“Is environmental innovation embedded within high-performance organisational changes? the role of human resource management and complementarity in green business strategies”
World Review of Science, Technology and Sustainable Development	1	2.13	73	0.63	“Green HRM: Innovative approach in Indian public Enterprises”

Another journal named ‘’Research Policy’’ stands out with impact factor of 9.473 but has only one publication till now. A journal with least impact factor of 0.284 is ‘’International Journal of Sustainable Development and Planning’’ but it stands at number 5 in the table with respect to number of publications.

Total number of citations received by the journal on publishing GHRM in relation to GREEN Innovation has also been mentioned in the table. Journal named ‘’Technological Forecasting and Social Change’’ has received highest number of citations (n = 1073), followed by the journal ‘’Research Policy’’ which has received (n = 158) number of citations in this selected list of journals. The article published in the journal ‘’Technological Forecasting and Social Change’’ with highest number citations (n = 509) discusses the impact of Green Transformational Leadership on GHRM which further enhances Green Innovation, so GHRM has been taken as a mediator in this research (Singh et al., 2020). Another article by Ogbeibu et al. (2020) with highest number of citations (n = 85) published in the ‘’Journal of Cleaner Production’’ with maximum impact factor discusses how some of the activities of GHRM such as green trainings, green compensations, green recruitment will affect green team creativity; ultimately that induced green team creativity among employees will help them to bring green product innovation. (The data for this research has been collected from the manufacturing sector of Malaysia). Highest citation receiving documents have been mentioned in the above table published in the respective journals.

Citation Analysis

Waltman et al. (2010) refers citation analysis as the number of times particular institute, document, country or author has received citations. Using the software VOSviewer, different citation analyses have been conducted with different unit of analyses to know the citation impact on a particular institute, author, document or country.

Institutional Analysis

Using VOSviewer, citation analysis has been performed by keeping institution as the unit of analysis. This analysis helped us to interpret which educational institution is most impactful in receiving maximum number of citations on the published article linking GHRM and Green Innovation. The criteria for the analysis have been set up as minimum number of documents per institution (n = 1) so that 151 out of 151 institutes meet the given threshold. Table 3 shows top 12 institutes with the total number of citations on published article out of 47 selected articles and it also mentions the individual citations of the articles.

‘’Abu Dhabi University of United Arab Emirates’’ tops the table with maximum number of citations (n = 921) and it is the only institute which has published two articles till now on the given topic. The article which got published first with reference to Abu Dhabi University has received 412 citations and it discusses the drivers of Green Innovation which are necessary for the competitive advantage of the firm. One of the drivers of Green Innovation discussed in the paper is HR Practices (El-Kassar & Singh, 2019). The other article of Abu Dhabi University got published in 2020 and it received 509 citations. Paris School of Business-France National Research University-Russia and University of Milano-Italy made a collaborative effort in publishing this one article in 2020 which received 509 citations. This article by Singh et al. (2020) was a joint publication by the three institutes and it discusses the mediation of Green Innovation between GHRM and Environmental Performance. Table 3 shows that University of New Mexico-United States has received least number of citations (n = 152) on an article which is also a joint publication with other universities. This article studies Green Intellectual Capital and GHRM as the drivers of Green Innovation which ultimately lead to Environmental Performance (Rehman et al., 2021). The table summarizes the top 12 institutes with maximum number of citations received on published article along with the individual article citation.

Table 3

Institutional Citations
Articles By Institutional Impact	Institute Citations	Article Citations	Year
Abu Dhabi University- United Arab Emirates	921
“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”		509	2020
“Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices”		412	2019
Paris School of Business, France	509
“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”		509	2020
National Research University, Russia	509
“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”		509	2020
University of Milano, Italy	509
“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”		509	2020
University of Rome Italy	509
“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”		509	2020
Labanese American University, Lebanon	412
“Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices”		412	2019
University of Ferrara, Italy	158
“Is environmental innovation embedded within high-performance organisational changes? the role of human resource management and complementarity in green business strategies”		158	2013
ILMA University,Pakistan	152
“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”		152	2021
Free University of Bozen, Italy	152
“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”		152	2021
COMSATS University, Pakistan	152
“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”		152	2021
AlFaisal University, Saudi Arabia	152
“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”		152	2021
University of New Mexico, United States	152
“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”		152	2021

Documents’ Analysis

After running citation analysis on VOSviewer by keeping Documents as unit of analysis and selecting minimum number of citations per document (n = 5), the results show that 24 documents out of 47 meet the threshold. Figure 4 is extracted from the VOSviewer showing different clusters. Size of the cluster shows the dominancy of the article by author with respect to received citations. Figure 4 shows that article by Singh et al. (2020) dominates the figure as it is interlinked to different authors and received highest number of citations (n = 509). Table 4 further elaborates the document alongside its citations, authors and year of publication. Top ten documents have been selected with maximum number of citations. An article with number of citations (n = 114) discusses the mediation effect of GHRM between Green Transformational Leadership and Green Creativity, the variable green creativity has been discussed keeping in mind concept of innovativeness in the given article (Jia et al., 2018). Another article presented at second last number of the table with citations (n = 43) has taken green innovation culture as moderator which strengthens the relationship of GHRM and Firm Performance (Muisyo & Qin, 2021). Lastly, the document with least number of citations (n = 36) by Bossle et al. (2016) discusses the Green Innovation in Food Companies how they can opt eco-friendly innovation by important internal and external factors. One of the major internal factors discussed is HRM practices which will lead to eco-innovation in the food industry of Brazil.

Table 4

Citations as Per Documents
Document	TC	Author	Year
“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”	509	Singh et al.	2020
“Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices”	412	EI-Kassar and Singh	2019
“Is environmental innovation embedded within high-performance organisational changes? the role of human resource management and complementarity in green business strategies”	158	Antonioli et al.	2013
“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”	152	Rehman et al.	2021
“The continuous mediating effects of GHRM on employees' green passion via transformational leadership and green creativity”	114	Jia et al.	2018
“Technological turbulence and greening of team creativity, product innovation, and human resource management: Implications for sustainability”	85	Ogbeibu et al.	2020
“Green HRM: Innovative approach in Indian public Enterprises”	73	Mishra et al.	2014
“Effects of green human resource management and managerial environmental concern on green innovation”	53	Song et al.	2020
“Enhancing the FIRM'S green performance through green HRM: The moderating role of green innovation culture”	43	Muisyo and Qin	2021
“Why food companies go green? The determinant factors to adopt eco-innovations”	36	Bossle et al.	2016

Authors’ Analysis

Citation Analysis on authors’ level was performed using VosViewer. The results obtained show 54 authors out of 174 meet the threshold after keeping the criteria as minimum number of documents per author (n = 1) and number of citations per author (n = 10).

Figure 5 shows dominant clusters as the impactful authors receiving maximum number of citations in publishing the documents on GHRM and Green Innovation. Singh S.K. can be seen impactful in the figure with total two documents and highest number of citations (n = 921). Further Table 5 maps out the top ten authors with maximum number of citations as TC, total number of documents of authors as TN with their highest citation receiving document. Table shows that top 4 authors have worked on the same article and have received highest number of citations (n = 509). The respective article talks about the increase in environmental performance through Green Innovation, GHRM and Green Transformational Leadership. GHRM plays a vital role in enhancing eco-friendly innovation which leads to sustainable firm performance (Singh et al., 2020). Out of the ten authors, the article by (Rehman et al., 2021) has received minimum number of citations (n = 152), it deals with the complex model involving GHRM, Green intellectual capital, Green Innovation, Environmental strategies and Environmental Performance. The results of the given article show GHRM and Green intellectual capital lead to Green Innovation which further leads to enhance Green Performance of the organization. Environmental Strategies act as a moderator and strengthens the relationship between green innovation and Environmental Performance. Rest of the authors with their citations are mentioned in the table.

Table 5

Citations as per Authors
Author	TC	TN	Article Receiving Highest Citation
Singh S.K.	921	2	“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”
Chierici R.	509	1	“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”
Giudice M.D.	509	1	“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”
Graziano D.	509	1	“Green innovation and environmental performance: The role of green transformational leadership and green human resource management”
EI-Kassar A.N.	412	1	“Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices”
Antonioli D.	158	1	“Is environmental innovation embedded within high-performance organisational changes? the role of human resource management and complementarity in green business strategies”
Mancinelli S.	158	1	“Is environmental innovation embedded within high-performance organisational changes? the role of human resource management and complementarity in green business strategies”
Mazzanti M.	158	1	“Is environmental innovation embedded within high-performance organisational changes? the role of human resource management and complementarity in green business strategies”
Rehman S.U.	152	1	“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”
Kraus S.	152	1	“Analyzing the relationship between green innovation and environmental performance in large manufacturing firms”

Co-Authorship Analysis

As per the study of van Eck and Waltman (2014), co-authorship analysis tells us about how a particular document has been produced by two or more than two authors. This type of analysis tells us about the linkage of authors on the basis of number of articles produced by particular authors (Enciso-Alfaro & García‐Sánchez, 2023). Using the software VosViewer, this analysis can be run at the level of authors, organizations and countries.

Co-Authorship at Country Level

Using software Vos Viewer, co-authorship analysis at country level has been performed to know the collaboration of authors across different countries. Co-authorship at country level will help us to understand how a particular document has been co-authored from different origins. with some major countries showing collaboration on bringing articles on green innovation being induced by GHRM. By keeping ‘’Countries’’ as unit of analysis, minimum number of documents per author (n = 2) and minimum number of citations per author (n = 5); the results obtained after running co-authorship analysis show 13 countries out of 32 meet the threshold which shows the collaboration of authors in bringing the documents on GHRM and Green Innovation. The set criteria for the given analysis extracted Fig. 6.

As per the figure, Saudi Arabia seems to be dominating in this regard with highest co-authorship links (n = 7) with different countries i.e., Egypt, Pakistan, Malaysia, Italy, United States etc. Second highest co-authorship links (n = 6) can be seen of Pakistan with China, Saudi Arabia, Malaysia, United States etc. Three countries i.e., Malaysia, United States and Italy are seen to be showing same number of links (n = 5) with other countries. China and France show collaborations with further 3 countries with respect to co-authorship.

Table 6

Co-Authorship and Different Countries
Country	Documents	Links	Citations
Pakistan	15	6	209
China	14	3	251
Saudi Arabia	9	7	200
Malaysia	8	5	148
United States	4	5	237
Italy	3	5	819
Egypt	3	2	36
France	2	3	535
Tunisia	2	2	5
Thailand	2	2	12

For better understanding of the above pictorial figure, this table is extracted which shows the documents co-authored by the respective countries, total number joint links of countries and lastly the number of citations the countries have received on co-authored articles. Table 6 shows that although Pakistan has highest number of co-authored documents (n = 15) but it has collaborative links (n = 6) lesser than that of Saudi Arabia (n = 7). The second highest number of documents co-authored are of China (n = 14) but it has 3 joint links with other countries in co-authorship. Saudi Arabia stands out in collaborative links but comes at third on number of documents (n = 9). Lastly, coming to the number of citations, Italy dominates the table in this regard with (n = 819) citations, then France (n = 535), China (251), United States (n = 237) and Pakistan with 209 citations on co-authored documents.

Bibliographic Coupling Analysis on Documents

Bibliographic Coupling analysis on documents tells us about a third common document being referred by two or more articles. Documents are seen to be sharing same cluster or group if they have greater number of overlapping references (F. Khan et al., 2022). Figure 6 is extracted by running bibliographic coupling analysis on documents as unit of analysis. Results show that 26 documents out of 47 meet the given criteria. The results are obtained by keeping minimum number of citations per documents (n = 3) an it resulted in 4 clusters and 26 items. Figure 7 shows 4 dominant colours red, yellow, blue and green. The clusters generated can be named as Cluster 1 (Red Group), Cluster 2 (Green Group), Cluster 3 (Blue Group) and Cluster 4 (Yellow Group) for better apprehension.

The inter and intra connections of references within or between groups can be interpreted from Fig. 7. Discussing red group, one of the articles by Rajiani et al. (2015) which addresses some detriments of GHRM using Ability, Motivation and Opportunity (AMO) concept, helps in process innovation in manufacturing industry of Malaysia. This article is further referred by other two documents in the same group. One of them takes innovation capacities as a mediator between GHRM and competitive advantage (Gharbi et al., 2022) and the other one addresses the role of Green Product Innovation as a mediator between GHRM and Green Supply Chain Management (Kara & Edinsel, 2022). Talking about interconnections of the groups, one of the articles in Green Group is referred by two articles in Yellow Group. Article by Yahya et al. (2021) addresses the intention of small business to go for eco-innovation by practices of GHRM in an organization and the other article in the same group by Ullah et al. (2023) talks about the impact of GHRM and Green intellectual capital on Environmental Performance with Green Innovation as a mediator. Both of these documents have referred to a common article which got published in 2020. This article addresses two factors i.e., GHRM and the concern of Management towards environment which help in stimulating Green Innovation (Song et al., 2021). So, the following figure summarizes Bibliographic Coupling of Documents which share common references.

Co-occurrence- Authors’ Keywords Analysis

Using Vos Viewer, co-occurrence analysis has been run to know how many times authors’ keywords have co-occurred with each other. Co-occurrence analysis helps us to dig into the latest research areas (Khan et al., 2022) and also identifies the gaps for future research contributions. This analysis tells us about the keyword which has been used for the maximum number of times and likewise it further shows the keywords which have been explored leas till now. The keyword used for fewer times, serves as a gap analysis for future purposes. Figure 8 shows that 28 out of 156 keywords meet the given threshold after keeping the criteria as minimum number of occurrences of a keyword as (n = 2). The figure elaborates that different keywords have been used by authors which have contributed in linking GHRM and Green Innovation such as Eco-Innovation, Environmental Performance, Green Innovation, Organizational Performance, Green Human Capital, Green Product Innovation, Training, Corporate Social Responsibility, Green Creativity, Management Commitment etc. Table 7 is extracted for better understanding of the given figure. It picks the top 20 keywords on the basis of maximum number of co-occurrences. Given in the table, Green Innovation has occurred for the highest number of times (n = 18), forming maximum number of links with other keywords. The average publication year for Green Innovation is 2021. Next comes Green Human Resource Management which has been occurred for 16 times, with (n = 16) links and averagely being publicised in 2020. Apart from the main variables of concern, the keyword which can be seen with 15 links is Environmental Performance and has average publication year of 2022. Corporate Social Responsibility has average publication year of 2023, which shows that recent work has been done on this keyword in the given domain. Occurrence of some other keywords can also be seen in the table such as Green Transformational Leadership (n = 5), Sustainable Performance (n = 4), Corporate Social Responsibility (n = 3), Management Commitment, Green Creativity and Green Intellectual Capital have occurred for 2 times.

Table 7

Co-occurrence of Authors' Keywords
Sr No.	Author's Keywords	Occurrence	Links	Average Publication Year
1	Green Innovation	18	17	2021
2	Green Human Resource Management	16	16	2020
3	Environmental Performance	11	15	2022
4	Green Transformational Leadership	5	7	2021
5	Innovation	5	9	2019
6	Green HRM	5	5	2021
7	Sustainable Performance	4	6	2022
8	GHRM	3	9	2020
9	Human Resource Management	3	4	2020
10	Corporate Social Responsibility	3	3	2023
11	Eco-Innovation	3	3	2017
12	Green Product Innovation	3	3	2021
13	Environment	2	6	2018
14	SMES	2	5	2021
15	Human Resource Practices	2	4	2021
16	Management Commitment	2	4	2021
17	Organizational Performance	2	5	2022
18	Training	2	5	2013
19	Green Creativity	2	3	2019
20	Green Human Capital	2	2	2021

Summary of Concepts

Relationship between GHRM and Green Innovation

GHRM and Green Innovation have been studied independently for the past few years. Recently scholars have been diverting their attention in knowing the impact of GHRM on Green Innovation. Table 8 shows the relationship between GHRM and Green Innovation by summarizing different concepts published on them.

Table 8

Author's Concepts on linking GHRM and Green Innovation
Author	Summary of Relationship between GHRM and Green Innovation
Antonioli et al. (2013)	Green Innovation is resulted from the implementation of training and innovation at Organizational level
Saturnino Neto et al. (2014)	Green Training is positively related to Green Innovation in producing low Carbon Products, ultimately reducing the environmental emissions
Bossle et al. (2016)	GHRM is considered as an internal factor with a positive influence on Green Innovation in an organization
Jia et al. (2018)	GHRM along with Green Passion have a positive impact on Green Creativity.
El-Kassar and Singh (2019)	HR Practices considered as the drivers of Green Innovation lead to Competitive Advantage of the firm.
Yong et al. (2019)	Factors leading to GHRM will help the organization to be sustainable by Green Innovation.
Sobaih et al. (2020)	GHRM is indirectly positively related to Environmental Performance through Green Innovation as a mediator.
Malik et al. (2021)	GHRM helps in inducing Green Innovation through Green Creativity.
Iqbal et al. (2021)	Eco-Innovative Human Resource Management is positively associated to Innovative Performance of the firm through Organizational Commitment.
Imran et al. (2022)	GHRM and Big Data to be in positive association of Green Innovation which further leads to Environmental Performance of the firm.
Ali et al. (2021)	Green training and green compensation have a positive impact on Eco-Innovative Performance of the firm observed with the moderation of innovative culture of organization
Zhao and Huang (2022)	GHRM, Green Transformational Leadership and Green Innovation have a positive impact on Sustainable Performance of the firm.
Ansari et al. (2022)	Green Innovation acts as a bridge due to which GHRM has a positive indirect impact on Financial Performance of the firm.
Kuo et al. (2022)	Various practices of GHRM lead to Green Innovation which has a positive impact on Environmental Performance of the firm.
Munawar et al. (2022)	GHRM and Green Innovation are positively associated other through mediation of Green human capital and Environmental Knowledge.
Fang et al. (2022)	GHRM leads to green culture and Green Innovation- ultimately enhancing Environmental Performance of the firm.
Mittal and Kaur (2023)	GHRM is positively related to green product and process Innovation which lead to increase Environmental Performance of the firm through the moderation of Servant Leadership.
Niazi et al. (2023)	GHRM and Green Innovation lead to Green Corporate Social Responsibility which enhance the Environmental Performance of the firm.
Kanan et al. (2023)	Green Innovation acts as a mediator between GHRM and Environmental Performance of the firm.
Shah and Soomro (2023)	Different practices of GHRM are in positive association with Green Innovation and behaviors that are voluntary and task oriented in nature.

Future Recommendations

The impact of GHRM and Green Innovation (as a mediator) can be investigated on variables other than environmental performance. Studies show that GHRM has a positive impact on green organizational citizenship behavior (Hooi et al., 2022), Green organizational identity which further lead to voluntary and task relevant green behaviors (Zhu et al., 2021), Corporate social responsibility (CSR) practices (Freitas et al., 2020), organizational commitment (Shoaib et al., 2021), energy efficiency (Lee, 2020), and economic performance (Luzzini et al., 2014). This study proposes to check the relationship between GHRM and all the above-mentioned outcome variables along with Green Innovation as a mediator.

Forty-Seven articles were included in this bibliometric analysis, majority of which take GHRM as an independent variable and Green Innovation as a dependent variable. Studies show that Green Innovation is also used as a mediator between GHRM and Environmental Performance (Fang et al., 2022; Kanan et al., 2023; Mittal & Kaur, 2023). Furthermore, past studies have also proven the mediation of other variables such as Green Creativity (Malik et al., 2021) and Green Human Capital (Munawar et al., 2022) between GHRM and Green Innovation. Currently, there is a need to study what are other internal employee factors which further lead to Green Innovation. There are some other variables which are analysed as a mediator between GHRM and some other outcome variables, such as Green Motivation as a mediator between green training and Environmental performance (Yafi et al., 2021), green passion as a mediator between GHRM and Green Creativity (Jia et al., 2018), Green self-efficacy and employee green behavior as intruders between GHRM and Environmental Performance (Nisar et al., 2022) and Psychological Green Climate as an intervening variable between GHRM and Employee Green Behavior (Srivastava & Dhiman, 2022). Our study proposes that above mentioned internal factors such as green motivation, Green Passion, Pro-environmental Behavior, Psychological Green Climate, Green Self Efficacy, should be studied whether they serve as a mediation between GHRM and Green Innovation.

Green Transformational leadership is taken as a moderator between GHRM and Green Innovation in the recent study (Awan et al., 2023). A study of Kaur and Mittal (2023) takes servant leadership as a moderator between GHRM and Product and Process Innovation. Some other leadership styles such as follower leadership, transactional leadership, ebullient leadership can be studied as a moderator between GHRM and Green Innovation. Environmental Managerial is used as a moderator between GHRM and Green Human Capital (Song et al., 2021) and Green Culture as a moderator between Green Knowledge Management and Green Innovation (Wang et al., 2022). So, these variables environmental managerial concern and green culture can be taken as a moderator between GHRM and Green Innovation.

Future researchers can also dig into the secondary research for this purpose. They can find the dimensions used to measure GHRM and Green Innovation in the annual sustainability reports of the firms. Till now primary research has been main focus in this regard, but in future secondary research can be done to investigate the relationship between GHRM and Green Innovation.

Future researchers should focus on the separate factors which constitute GHRM, such as green trainings, green compensations, green performance management, green rewards and how these factors are individually impacting Green Innovation, so one can know which is the most beneficial factor of GHRM in brining Green Innovation. Scopus database is used for this bibliometric analysis on GHRM and Green innovation, in future Web of Science should also be used to know the more contributions of researchers in the respective domain.

Future researchers can particularize the bibliographic analysis to specific industry such as investigating the relationship between GHRM and Green Innovation in Hospitality industry, manufacturing industry, services industry etc. On the basis of future recommendations, following Fig. 9 is mapped out which shows the options of variables which can be used in this regard.

This paper discusses different trends on the published literature from 2013 till March 2023 investigating the relationship between GHRM and Green Innovation. Scholars have investigated the relationship between GHRM and Green Innovation in multidimensional industrial perspective such as in hotel industry (Munawar et al., 2022), real estate sector (Zulfikarijah et al., 2023), tourism industry (Elshaer et al., 2021), small scale lodging sector (Sobaih et al., 2020), fertilizer industry (Ansari et al., 2022), textile industry (Zhou et al., 2018), food industry (Ullah et al., 2023),(Rehman et al., 2021) large scale manufacturing firms (Rehman et al., 2021) etc. Concluding the major trends as:

Yearly trend of publications shows that 2023 stands out with highest number of publications i.e., 15 and past few years show the inclination of authors towards Green Innovation being stimulated by GHRM. Yearly citation trend shows that year 2020 has received highest number of citations i.e., 705 and year 2015 with least number of citations. Journal Publication trend shows that two main journals ‘’Environmental Science and Pollution Research’’ and ‘’Sustainability (Switzerland) have published highest number of documents on the given topic i.e., 4. The percentage contributed by both of these journals is 8.51%. Citation trend from 2013 to 2023 shows that Abu-Dhabi University has received highest number of citations i.e., 921 on publishing two documents on GHRM and Green Innovation. Citation analysis of documents show that article ‘’Green innovation and environmental performance: The role of green transformational leadership and green human resource management’’ has stands out with 509 citations, and the author who has received maximum number of citations till now is Singh S.K. with 921 citations. Co-authorship analysis explains that Saudi Arabia has highest number of collaborative links (n = 7) as authors from different origins have published the material on GHRM and Green Innovation. Pakistan is the country which stands out with maximum number of co-authored documents (n = 15). Bibliographic coupling analysis in Fig. 7 explains the intra and inter connections of articles by the means of references. Figure 7 shows that how two and more than two articles share the common references. Co-occurrence analysis of key words shows that after the terms GHRM and Green Innovation, Environmental Performance and Green Transformational Leadership have occurred for the maximum number of times (n = 11) and (n = 5) respectively.

Availability of data and materials: data is available, and can be accessed from Scopus database

Competing interests: Authors do not have any competing/conflict of interests

Funding: APC will be covered by Zarqa University

Authors' contributions: Asra Faheem performed data analysis and results interpretation, Zubair Nawaz edited the manuscript and contributed in methodology section, Masood Ahmed wrote introduction, Hossam Haddad revised the manuscript and contributed in future recommendations section.

Acknowledgements: Special gratitude to Dr. Farhan Khan for guidance and motivation

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Past Trends and Future Directions on Green Human Resource Management and Green Innovation: A Bibliometric Analysis (2013-2023)

Status:

Version 1

Abstract

Figures

Introduction

Methodology

1) Database for retrieving Articles

2) Technique used for Filtering out Data

3) Software used for Analysis

Results

Yearly Publication and Citation Trend

Journal Publication Trend

Citation Analysis

Institutional Analysis

Documents’ Analysis

Authors’ Analysis

Co-Authorship Analysis

Co-Authorship at Country Level

Bibliographic Coupling Analysis on Documents

Co-occurrence- Authors’ Keywords Analysis

Summary of Concepts

Relationship between GHRM and Green Innovation

Future Recommendations

Conclusion

Declarations

References

Status:

Version 1