<![CDATA[This study aims to examine the role of Green Human Resource Management (GHRM) in enhancing organizational sustainability through its influence on employee green behavior, eco-innovation, and environmental performance. It addresses a gap in the literature regarding the mechanisms linking GHRM practices to environmental outcomes, with particular emphasis on behavioral and organizational contextual factors. This research employs a systematic literature review approach using the PRISMA method, analyzing 38 relevant empirical studies. A systematic synthesis was conducted to identify patterns in the relationships among GHRM, employee green behavior, eco-innovation, and environmental performance across various organizational contexts. The findings reveal that GHRM has a strong impact on employee green behavior, which serves as a primary mediator in improving environmental performance, while eco-innovation acts as a complementary and context-dependent mechanism. This study offers novelty by demonstrating that the relationship between GHRM and environmental performance is non-linear, behavior-mediated, and context-dependent. These findings contribute to expanding theoretical perspectives and shifting the focus from policy-based approaches to behavior-based approaches in understanding organizational sustainability.]]>
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