The purpose of this research was to present a systematic review of literature on green human resource management over the past ten years, which was the best way to share useful research data for researchers and managers and develop the literature in this field. We have identified the factors, the functions and the amount of attention to them and the gaps. The results represented that the selection and recruitment, training and development functions with 87.5% and 75% had the highest attention and discipline management and socialization with 6.25% and 3.12%, had the least attention. The main gaps were the lack of comprehensive studies and research about GHRM in undeveloped countries and Asia and also a cross-cultural model.

Due to environmental changes around the world, the importance of green issues is getting more attention nowadays and because human resources 2 are the most important resource of any organization, one of the issues to be considered is green human resource management. The purpose of the current research was to provide a basic understanding of green human resource management, designing a green human resource management model at university environments, and acquaintance it with its dimensions, components, and features using the grounded theory approach. This research has made a significant contribution to the development of information on this case as well as to a model for green human resource management. The statistical population of this study, according to its subject area, was universities experts (academic managers and professors), sampling was done using the purposive method and the sample size was 19 people also, to analyze the data obtained from the interviews, a three-step process of open coding, pivot coding, and selective coding were used. The components of each category were extracted based on the grounded theory approach and a conceptual model was developed and based on the results, green human resource management was extracted in the form of six main categories: core factors, causal factors, contextual factors, intervening factors, strategies, and consequences.

The need for paying attention to sustainable development, green issues, and environmental changes is felt more day by day while in green human resource management (GHRM) and greening organizations' human resources are issues paid attention to by different countries seeking to achieve sustainable development and to help preserve the environment. The main purpose of the present study is to perform a systematic review on previously conducted GHRM studies in the east and west during the past ten years. For researchers and managers, this in fact is roughly the best way to share the advantageous information contained by the studies of interest while it also tries to review the findings of various researches in order to signify the similarities and differences that exist in their results, and to underscore the existing gaps. The present research has showed that paying attention to GHRM has significantly increased in east since 2014 while prior to this date, most of the related studies were conducted in the west. For eastern researchers the most interesting functions were respectively education and development (72%), performance management (60%), and rewarding and compensation (56%) as well as other more attention requiring functions including socialization (12%), job analysis (8%), employee retention (8%), and discipline management (4%). On the other hand, the most interesting functions for western researchers were respectively selection and recruiting (61.54%), education and development (53.85%), performance management (53.85%), compensation (53.85%) in addition to other more attention requiring functions including discipline management (0%), socialization (7.69%), employee retention (7.69%), and job analysis (15.38%). The most referred to gaps between the western and eastern studies have turned out to be lack of comprehensive studies in east in addition to the lack of a cross-cultural model which can be utilized for execution of GHRM proportional to the cultures of various different countries. As other gaps in the east it can be referred to cumbersome rules, excessive bureaucracy and hierarchies, lack of managers' support for green plans, and the lack of GHRM training courses, whereas the gaps in the west include lack of comparisons between sustainable and non-sustainable organizations, insufficiency of GHRM related studies, existing of excessive hierarchies in some countries including Brazil, inadequate consideration for the details of GHRM including the manners of absorption of green employees, especially those interested in working with lower wages, and inadequacy of case studies. In the present studies the countries located in Asia are referred to as the east and the countries located in Europe and America continents are referred to as the west.