In this research two concepts of current relevance in the management literature are related, such as Corporate Social Responsibility (CSR) and green human resource management (GHRM). So far, research in both fields has been developed in parallel; However, we consider that it is necessary to deepen the connection between both variables and their impact on the environmental and financial outcomes of firms.

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Purpose -The purpose of this paper -based on the conviction that the human resource is by far the most strategic or distinctive resource available to firms competing in hospitality and tourism industriesis to objectively analyze the research on HR developed in the domain of tourism and hospitality management between 1997-2016.Design/methodology/approach -'Bibliometric' methods are utilized: 'document citation and co-citation analyses', as well as 'multivariate and social network analyses (SNA).' Findings -The paper provides an interesting inventory of the theoretical foundations of knowledge developed around HR in the field under study by different theoretical frameworks and scientific disciplines, such as marketing or psychology. However, its main contribution is to identify an important 'gap' in the literature in the specific area of management.Research limitations/implications -The present study has several limitations resulting from the utilization of 'bibliometric' methods applied in the analyses performed. As for the implications, these are more than obvious.Originality/value -The authors believe that research developed here provides -through a kind of 'meta-analysis'-a valuable outlet from which future researchers could benefit, giving them easier access to the theoretical foundations on which HR research in the field in question is based. Our work also suggests some paths for future development or research in the field within the context of hospitality and tourism industries.

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Recent literature in the domain of environmental management suggests that employees' behavior is vital to enhance environmental performance. Despite this, little effort has been made to study how human resource management is linked with the environmental performance. Even less attention has been given to a joint consideration of green innovation and green human resources management and their

This paper has as its aim to offer an integrated vision of organizational ambidexterity, proposing and contrasting a model whichunder the dynamic capabilities approach-sees ambidexterity as the result of combining the most important antecedent factors mentioned in the literature, but which have hitherto been studied only on an individual basis. We are referring to structural differentiation, organizational context, and interorganizational relations. A variance-based structural equation modeling was applied to a sample of Spanish hotel firms. The results obtained show that organizational ambidexterity can be reached resolving the exploration and exploitation tensions both across different organizational units (structural differentiation) and choosing to resolve those tensions outside the firm's boundaries (interorganizational relations), and taking advantage of an organizational context which, in addition to impacting directly on the achievement of ambidexterity, also appears as a mediator variable between the other two antecedents and ambidexterity.