Barriers in adopting green human resource management under uncertainty: the case of Indonesia banking industry

Purpose This study investigates the barriers to adopting green human resource management (GHRM) under uncertain conditions by integrating the resource-based view (RBV) and stakeholder theory. Design/methodology/approach A board of experts, which consisted of 28 practitioners and two academics, was invited to participate in the research. The fuzzy Delphi and fuzzy decision-making trials and evaluation laboratory were utilized to achieve the study's objectives. Findings The findings indicate that barriers encompass 14 criteria and five attributes. Among the 14 criteria, the banking industry's lack of green culture, lack of trust in green benefits, employee's capacity to change, lack of support from top management and absence of a comprehensive plan to implement GHRM are significant barriers. The attributes are management, human resources, organizational, regulatory and customer barriers. Practical implications Implementing GHRM in Indonesian banking necessitates practical policies and gradual adaptation strategies. Companies should establish standard operating procedures, reward systems and periodic habit changes to embed green practices effectively. Originality/value This study is among the first to employ stakeholder theory and the RBV in examining the barriers to green human resources adoption in the banking industry.