Green human resource management practices: scale development and validity Guiyao Tang Shandong University, China Yang Chen Southwestern University of Finance and Economics, China Yuan Jiang Shanghai Jiaotong University, China Pascal Paill e Laval University, Canada Jin Jia Southwestern University of Finance and Economics, China Previous studies on green human resource management (GHRM) are mainly positioned at theor- etical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on explora- tory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners. Keywords: environmental management, green human resource management, scale development Key points 1 This study developed a theoretically grounded and empirically validated instrument to measure GHRM. 2 We proved that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. 3 The dimensions and items identified in our study can help firms create GHRM policy. Sustainability is now a worldwide issue, and firms increasingly care about the effect of environmental issues on their competitiveness and long-term success (Paill  e et al. 2014). It has been argued that human resources are central in achieving successful Correspondence: Dr Yang Chen, School of Business Administration, Southwestern University of Finance and Economics, No. 555, Liutai Road, Wenjiang District, Chengdu, Sichuan 611130, China; e-mail: chenyang@swufe.edu.cn; francisnju@gmail.com Accepted for publication 23 January 2017. Asia Pacific Journal of Human Resources (2018) 56, 31–55 doi:10.1111/1744-7941.12147 © 2017 Australian Human Resources Institute