Kankanamge Gayan Priyashantha

Green human resource management (GHRM) is increasingly recognized as a strategic mechanism through which organisations contribute to sustainable development and environmental performance. However, existing empirical evidence remains fragmented across practices, outcomes, and contextual contingencies. Using the preferred reporting items for systematic reviews and meta‐analyses (PRISMA) guidelines, this systematic literature review synthesizes 125 quantitative empirical GHRM studies published between 2014 and 2025, retrieved from Scopus and Web of Science. Bibliometric mapping (R–Biblioshiny and VOSviewer), complemented by thematic coding, the review identified five themes: (1) individual‐ and organisational‐level antecedents of GHRM adoption; (2) employee‐ and organisational‐level outcomes (e.g., pro‐environmental behaviour, green creativity, and environmental/financial performance); (3) individual boundary conditions (e.g., green values, knowledge, and demographics); (4) organisational boundary conditions (e.g., leadership, culture, environmental strategy, and resource commitment); and (5) emerging multi‐level pathways through which employee outcomes aggregate into organisational environmental performance. The review highlights the dominance of cross‐sectional survey designs in GHRM research, with limited longitudinal, multi‐source, or multi‐level testing. Building on cross‐level interactions and ecosystem logics, the study develops an integrated framework and nine propositions that explain how and under what conditions GHRM contributes to sustainability outcomes. This review also presents implications for theory, practice, and future research to advance GHRM as a lever for organisational sustainability.

This study was conducted to find out common knowledge in the empirical literature pertaining to the performance and efficiency of microfinance institutions (MFIs), as well as the areas that require more attention for future research. The systematic literature review (SLR) technique was applied and the article selection and findings were reported according to the PRISMA guidelines. 69 empirical journal articles between 2013 and 2023 were included from Scopus database. (1) Efficiency of MFIs (Financial & Social efficiency) (2) performance of MFIs (Social & Financial Performance), (3) sustainable performance of MFIs, were identified as the three most common knowledge clusters. The review established that efficiency and conventional performance analysis of MFIs differ in methodologies and perspectives. Further, it was found that performance assessment, efficiency measurement, productivity, sustainability, and outreach of MFIs are infrequently investigated areas. Financial efficiency, social efficiency, financial performance, and social performance of MFIs were also identified as averagely investigated, creating avenues for more future studies. Thus, the study emphasized the need for further research diversifying perspectives on overall MFI performance to ensure lasting success.

1111MicrosoftInternetExplorer402DocumentNotSpecified7.8 磅Normal0 e-HRM is a web-based technology that directly contributes to organisational effectiveness and supports different organisational functions. Even though the researchers have investigated different aspects of e-HRM adoption and reviews of them available, there are gaps in the current knowledge relating to the subject. Thus, the main objectives of this study were to assess (1) the current knowledge and (2) the areas where empirical research is lacking in e-HRM adoption. The systematic literature review methodology was followed to address these objectives. Twenty articles published from 2010 to 2021 were included in the review from Scopus. The article selection criteria, materials and methods, analysis, and findings’ reporting structure were followed based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). The findings categorised e-HRM research into six main themes. They are (1) factors and outcomes of e-HRM adoption/usage, (2) e-HRM value creation, (3) strengthening the employee-HR department relationship, (4) the dark side of e-HRM, (5) virtual organisations and organisational innovations, and (6) the motivation for strategic business value creation. These themes represent two research areas: the factors and outcomes of e-HRM adoptions. Gaps in e-HRM research continue to exist in the empirical research environment. Accordingly, our findings have implications for improving e-HRM application and future research.

As global surveys reported, employee engagement is currently in crisis. Hence, this study aimed to discover (1) common methods and outcomes of employee engagement and (2) researchgaps relating to employee engagement. The study employed the Systematic Literature Review (SLR) methodology. Publications selected for this review were based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, as it is recommended for SLRs. The review included two 260 studies published in Scopus from 2008 to 2021. The studies were analysed through bibliometric analysis for reviewing purposes and achieving the two objectives. Findings indicate different methods and outcomes of employee engagement.

This systematic literature review paper highlights the definitions, dimensions, and various outcomes associated with the changing gender stereotypes. Using PRISMA article selection guidelines, Sixty articles were selected that were published during the 1970-2020 period in Scopus and LENS.ORG databases. The results found that the definition of people’s attitudes towards adopting the culturally defined social role of the opposite biological sex is ideal for being globally applied. The most used dimensions found in studies are agency and communion. Depending on the surface nature of gender stereotypes change outcomes found, only a few outcomes are favorable to the economy. There are more negative related outcomes in the family, work, and health clusters. It implies that future research needs to consider overcoming these adverse outcomes. Besides, a gap was identified in gender stereotype change in the technology landscape, and future research needs more focus on these areas. Moreover, the definitions, dimensions, and consequences synthesized in this paper provide insights to build an extended theoretical foundation for gender research in the future. This study had a limited number of articles inclusion because only two databases were selected for article retrieval.

The COVID-19 outbreak resulted in protracted lockdowns, causing businesses to reconsider keeping their operations running smoothly without interruption. Employee engagement has played a critical role in achieving this. This research aimed to see what strategies business organizations use to keep their employees significantly engaged during the pandemic. A systematic review of empirical studies conducted between 2020 and 2022 is synthesized. The review revealed that offering mental relief care and resilience were the most preferred approaches to enhance employee engagement. Competency building, demonstrating employee empathy, and directing expectations helped in job engagement. The review offers insight and implications for organizations and policymakers on strategizing engagement policies and maintaining the well-being of their employees in tough times. Finally, the review established a call for future research agenda.

Many scholars have used social role theory to examine gender stereotypes and changes in gender stereotypes. However, it falls short of having the same explanatory power as persons who engage in gradual cognitive processes that alter gender stereotypes and gender role behaviors. In this perspective paper, we argue that the theory of planned behavior can be used to explain the step-by-step cognitive processes of changing gender stereotypes and changing gender role behaviors. It can further be used to examine whether gender stereotypes have changed. The context we selected for this task is. We used two perspectives in this task and examined Sri Lanka as the context for analysis. In the first perspective, we argue that Attitudes, Subjective Norms, and Perceived Behavioral Control influence the Intentions for Changing Gender Role Behaviors. In the second perspective, we argue that Intentions and Facilitative Conditions for Changing Gender Role Behaviors influence the Changing Gender Role Behaviors. Moreover, each perspective provides directions for future research and implications for the theory.