Purpose: The main objective of this study is to examine the integrated Digital Human Resource Management (Digital HRM) and Green Human Resource Management (Green HRM) as a paradigm of transformation for sustainable economic growth. The research intends to explore the impact of the convergence of digital technologies and environmentally sustainable HR practices on improving organizational performance, increases in workforce efficiency, and long-term economic development, and in this regard, the study will examine and analyze how the convergence of the two can affect the performance of the organization, increase the efficiency of its workforce, and promote long-term economic development, especially in the emerging economies.
Design/Methodology/Approach: The study used conceptual and qualitative research design through the literature review and literature synthesis method. A thematic analysis of relevant scholarly sources (such as peer-reviewed journal articles, books and conference papers) was used. The literature was grouped into main themes like digital HR practices, green HR initiatives, organizational performance and linkage with economic growth. This synthesis led to the creation of an extensive conceptual framework that shows the direct and indirect links between Digital HRM, Green HRM, and economic results with the inclusion of the variables of mediation and mediation.
Conclusions: The Digital HRM finds that the operational efficiency, agility of workforce and decision making based on data is significantly enhanced by Digital HRM; and Green HRM results in environmental responsibility, ethical workforce behaviour and in the long run, organizational sustainability. Combined, these practices have a synergistic impact that improves productivity, innovativeness and sustainable value creation. The study also reveals that the relationship between the variables of integrated HRM practices and economic growth is mediated by the variables of employee productivity, innovation and operational efficiency and moderate by contextual variables, such as digital infrastructure, leadership commitment, institutional support and employee skills. The results show that HRM is not only an administrative tool anymore but a strategic tool for organizational and macro-economic performance.
Practical Implications: The study offers important insights to policymakers, organizational leaders, and HR practitioners in the importance of connecting the digital transformation to sustainability. It recommends investments in digital HR infrastructure, encouraging green workforce practices, and crafting policies to foster skill development and environmental awareness. The findings also emphasize the need of institutional support and inter-sectoral collaboration for the successful implementation of the integrated Digital-Green HRM practices especially in the developing economies.
Originality/Value: This study adds to the existing literature by bringing together two streams of research –namely Digital HRM and Green HRM – which have been explored separately. It offers a new conceptual approach that connects HRM transformation and macroeconomic growth and sustainable development, which broadens the scope of HRM research beyond the organizational level and provides a foundation for future empirical research.