Integrating Green HRM Policies With AMO and SCT Theory to Promote Sustainable Performance and Employee Well-Being

This chapter covers the evolution, mediation, moderation, and research directions of green HRM. PRISMA-based systematic literature reviews excluded 549 papers, leaving 140. Analysis of themes involved comparisons. GHRM fosters financial, operational, and innovative performance and well-being (mental health, contentment, engagement, retention) through employee involvement, green behavior, green innovation, and organizational culture. AI, context, and digital technology improve these encounters. This unique analysis presents GHRM research from 2006 to 2025, integrates ecology-inclusivity (DEI) into Ability, Motivation, Opportunity, and Social Exchange Theory, and prioritizes research. The theoretical implications support GHRM as a social-exchange-based mechanism that uses the Ability-Motivation-Opportunity pathway to turn HR skills into sustainable advantages and requires a model that balances economic, social, and environmental aims.