Systematic literature review on sustainable human resource management

Abstract

This study presents a systematic literature review of Sustainable Human Resource Management (SHRM), focusing on 42 peer-reviewed quantitative studies published between 2015 and 2025. The objective is to identify key constructs, empirical outcomes, theoretical frameworks, and contextual variables that define and influence SHRM. The review reveals that SHRM has evolved into a multidimensional approach integrating environmental, social, and ethical considerations into core HR functions. Central constructs such as employee retention, job satisfaction, well-being, and pro-environmental behavior emerge as primary outcomes linked to green and sustainable HR practices. Theoretical underpinnings are dominated by frameworks such as the Resource-Based View, Social Exchange Theory, and the Ability-Motivation-Opportunity model, although a need for theoretical integration is evident. Contextual factors, such as organizational size, leadership style, and digital infrastructure, are found to moderate the effectiveness of SHRM initiatives. The review also identifies significant research gaps, including limited longitudinal studies, underrepresentation of Global South contexts, and insufficient exploration of digital HRM tools. Overall, the findings highlight SHRM’s growing relevance as a strategic enabler of organizational sustainability, offering a foundation for future research and practice in sustainable workforce management.