Open Access | Original Article | 25 December 2025 | Article Number: 252003
Abstract
This study explores the how Micro, Small and Medium Enterprises (MSMEs) can incorporate Green Human Resource Management (GHRM) practices into their businesses and measure the effect of these practices on achieving sustainable business outcomes. Growing concerns about the environment (e.g. climate change, air pollution, depleting natural resources) and the pressure on organisations to respond to these issues by using sustainable methods has led to GHRM being seen as an important way for organisations to develop environmentally conscious processes as part of the way they operate within their businesses to promote environmentally friendly activities, improve environmental performance and promote the long-term success of the business.
This paper also discusses the relationship between GHRM and some of the other factors that influence GHRM implementation. Specifically, these factors are Sustainable Work Culture (SWC), Green Innovative Business (IGB) and Environmental Innovative Business (EEI). The methodology employed by the authors involved the collection of survey data and the use of Smart PLS 4.0 to analyse the survey results. Hypotheses regarding the relationship between these factors and GHRM implementation were examined. The results of the analysis showed that SWC, IGB, and EEI all had strong and positive influences on GHRM while other factors, including Workplace Culture (WPC) and energy efficient buildings, displayed moderate but still substantial influence. The results of the study highlight the necessity for organisations to incorporate HR procedures into their business operations to achieve GHRM and to comply with environmental goals and legislation. Solutions aimed at improving business operations include technological solutions; however, the authors believe that creating a workplace culture that is environmentally conscious is also essential for organisations to achieve environmentally responsible outcomes. The result suggests that, embedding sustainable development practices in MSMEs through GHRM practices can be an important factor for improving an MSMEs sustainability performance and to have the greatest potential for long-term environmental benefit is to foster a level of green innovation not only for MSMEs but for all. The future of research will need to identify the sector size differences within to have a better understanding of the long-term impacts of GHRM on the organizational and environmental performance of each sector.
Read more
View PDF
Open Access | Original Article | 27 August 2025 | Article Number: 252002
Abstract
This study evaluates the consequences of the India-Sri Lanka Free Trade Agreement (ISFTA) on foreign direct investment (FDI) flows between India and Sri Lanka during the period of 2006-2024 with some comparisons towards the increasing impact of China. The study investigates whether the ISFTA has stimulated sustained Indian FDI growth, what is its comparative role to China, and whether the agreement contributed to long-term bilateral investment.
It employed a mixed-methods perspective involving a quantitative aspect (CAGR, trend analysis, percentage share based on BOI Sri Lanka, RBI, Central Bank of Sri Lanka data) and a qualitative review of the policy framework, agreements and investment reports. The results suggest some considerable increases in Indian FDI since 2006, which peaked at US$341 million in 2018 but fluctuated significantly. Conversely, it suggests that there was significant expansion within Chinese FDI from 2012 onwards and has consistently surpassed Indian investment levels. In 2022, 34% of Sri Lanka FDI inflows were Chinese. Overall, ISFTA made a positive contribution to strengthen investment relations between India and Sri Lanka, however its impact on supporting ongoing competitiveness of investment in the long-term – in relation to China’s emergence – has been modest. The study concludes that although India has considerable unutilised potential in certain sectors, like information technology, tea etc., there is an urgent need for strengthened policy support and investment strategies for India’s deeper involvement in the economic development of Sri Lanka.
Read more
View PDF
Open Access | Original Article | 20 July 2025 | Article Number: 252001
Abstract
Given the escalating threat of pollution, it is evident that Micro Small and Medium-sized Enterprises (MSMEs) offer a formidable engine for long-term growth, especially in new countries like India. This paper examines the adoption and influence of Green Human Resource Management (Green HRM) practices within MSMEs of the Delhi-NCR Region, explicitly aimed at their green sustainable concept.
Using the structural equation modeling methodology as the primary analytic technique, a total of 289 responses from companies operating in Northern India were collected. The scholarly article delves deeply into the key facets of Green HRM, as well as the ecological implications of these approaches within an organizational setting. It explores dimensions such as eco-friendly recruitment tactics, environmental training programs, performance reviews with a focus on sustainability, collaborative efforts between employees, and involving workers in green initiatives. The results notably illustrate a significant linkage between Green HRM practices and boosting sustainable functioning in small to medium manufacturing and service enterprises. These conclusions underscore the strategic importance of incorporating environmentally conscious HRM strategies to achieve long-term terrestrial and financial goals. The innovative research provides beneficial insights for policymakers, HR specialists, and small business leaders seeking to harmonize their human capital policies with aims of environmental preservation. Overall, the findings highlight both the opportunities and difficulties related to adopting Green HRM in modest companies operating in an emerging economy.
Read more
View PDF
