The Influence of Green Human Resource Management, Employee Resilience, and Learning Agility on Organizational Sustainability: Literature Review
DOI:
https://doi.org/10.38035/dijms.v7i6.7144Keywords:
Green Human Resource Management, Employee Resilience, Learning Agility, Organizational Sustainability, Sustainable Human Resource Management, Literature ReviewAbstract
This study aims to analyze the relationship between Green Human Resource Management (GHRM), Employee Resilience, Learning Agility, and Organizational Sustainability based on research published during the 2022–2025 period. The study uses a Systematic Literature Review (SLR) method referring to the PRISMA 2020 guidelines. A total of 20 scientific articles, consisting of 10 international journals and 10 national journals, were selected based on predefined inclusion criteria. The data were analyzed using thematic content analysis and narrative synthesis techniques to identify patterns of relationships between concepts, similarities, differences, and research gaps. The study results show that Green Human Resource Management is the most dominant factor in supporting organizational sustainability through the implementation of green recruitment, green training, green performance appraisal, green reward, and green employee participation. Employee resilience plays a role in boosting individuals' and organizations' adaptability to change, while learning agility supports the process of learning, innovation, and sustainable competency development. The literature review also shows that organizational sustainability is influenced by the integration of environmentally-oriented human resource management systems with individuals' ability to adapt and learn continuously. This study makes a conceptual contribution by bringing together Green Human Resource Management, employee resilience, and learning agility into one framework that supports the development of organizational sustainability and serves as a foundation for future empirical research in Human Resource Management.
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