Once the full texts of the selected articles were reviewed, we categorized them based on authors, publish dates, countries, journal titles, and article titles (Figure 4) and we have also specified the methods of each article in addition to the functions, outcomes, and gaps of GHRM they have focused on.
These diagrams show that although the main pillars of GHRM studies are in west, but during the past few years the tendency towards GHRM has been higher in the west compared to the east.
In Figures 9 and 10 you can observe the GHRM functions stated in table 3 for each article for both groups of east and west in terms of percentages.
Although GHRM is still in its initial phases and organizations are increasingly becoming aware of it, the importance of the subject matter has moved organizations towards GHRM methods more than before (Ahmad, 2015).
As you can see in table 3, the mutual gap between the east and the west which has been referred to more than other gaps is the lack of comprehensive studies in the east and the lack of a cross-cultural model between the east and the west; a cross-cultural model which can be used for execution of GHRM proportional to different countries' cultures.
In addition, the major need for paying more attention to the issues of leadership, rewarding, training and development, development of green culture, and increased managers' attention to GHRM are stated in the studies conducted by Tang et al., (2018); Hassanpoor et al., (2017); Mishra (2017); Masri and Jaroon (2017); Paro Ragas et al., (2017), Zhao and Zhou (2015), Ahmad (2015), and Renwick et al., (2012).
Therefore, in HR, GHRM has been introduced (Renwick et al., 2008; 2013).
One of the decisive factors that causes the FSI to embrace and adopt GHRM is the level of confidence that the industry has that these green practices are paramount for a successful operation.
With the increasing awareness of the importance of GHRM, the HR department has been strategically placed to ensure a smooth implementation and transition towards a greener organisation as elaborated below:
In other words, as the GHRM policies and practices are applied and carried out, there is the employees' participation in the green practices, increasing realisation about the environmental protection as well as encouraging employees to lean towards green goals (Ahmad, 2015; Fernandez et al., 2003; Mathapati, 2013).
GHRM has quite a few benefits such as making business decisions that are non-harmful to the environment.
This research explores the future direction of HRM, which is the GHRM across FSI in Malaysia.