Sustainable HRM and well-being: systematic review and future research agenda
- Published: 14 July 2023
![](http://myjudaica.online/777/templates/cheerup2/res/banner1.gif)
Cite this article
- Faisal Qamar ORCID: orcid.org/0000-0003-4916-8229 1 ,
- Gul Afshan ORCID: orcid.org/0000-0003-0016-5721 1 &
- Salman Anwar Rana 1
1202 Accesses
6 Citations
Explore all metrics
This paper attempts to undertake a systematic literature review to identify ways and means by which sustainable human resource management (HRM) and well-being are linked for better individual and organizational outcomes. Its primary focus is to study whether sustainable HRM predicts well-being at work? If yes, how and when this prediction takes place? Systematic computerized search and review were conducted for articles published until December 2022. A total of 134 research articles were finally selected. It was found that sustainable HRM predicts well-being at work. However, our findings suggest that the area is largely underexplored and empirical work is too rare. Although few moderators and mediators are examined, research is required to propose and test more comprehensive models with more robust research designs and sophisticated theoretical links.
This is a preview of subscription content, log in via an institution to check access.
Access this article
Price includes VAT (Russian Federation)
Instant access to the full article PDF.
Rent this article via DeepDyve
Institutional subscriptions
![research paper on human resource management pdf](https://media.springernature.com/m312/springer-static/image/art%3A10.1007%2Fs11301-023-00360-6/MediaObjects/11301_2023_360_Fig1_HTML.png)
Similar content being viewed by others
Moving beyond the link between hrm and economic performance: a study on the individual reactions of hr managers and professionals to sustainable hrm.
Creating Sustainable Human Resource Management Systems for High-Performance Work Culture
Practitioner’s View on Sustainability and HRM
Data availability.
Information/data of all the research papers analysed during this study are included in the body of this manuscript and its appendix. Any further information related to earlier research papers considered for this review are available from the corresponding author on reasonable request.
Aboramadan M, Kundi YM, Becker A (2021) Green human resource management in nonprofit organizations: effects on employee green behavior and the role of perceived green organizational support. Pers Rev Ahead-of-Print. https://doi.org/10.1108/PR-02-2021-0078
Article Google Scholar
Adjei-Bamfo P, Bempong B, Osei J, Kusi-Sarpong S (2020) Green candidate selection for organizational environmental management. Int J Manpow 41:1081–1096. https://doi.org/10.1108/IJM-10-2019-0480
Agarwal V, Mathiyazhagan K, Malhotra S, Saikouk T (2021) Analysis of challenges in sustainable human resource management due to disruptions by Industry 4.0: an emerging economy perspective. Int J Manpow. https://doi.org/10.1108/IJM-03-2021-0192
Ahmad I, Umrani WA (2019) The impact of ethical leadership style on job satisfaction. Leadersh Organ Dev J 40:534–547. https://doi.org/10.1108/LODJ-12-2018-0461
Al Kerdawy MMA (2019) The role of corporate support for employee volunteering in strengthening the impact of green human resource management practices on corporate social responsibility in the Egyptian Firms. Eur Manag Rev 16:1079–1095. https://doi.org/10.1111/emre.12310
Al Marzouqi AH, Khan M, Hussain M (2020) Employee social sustainability: prioritizing dimensions in the UAE’s airlines industry. Soc Responsib J 16:349–367. https://doi.org/10.1108/SRJ-07-2018-0166
Alberton A, Kieling AP, Lyra FR, Hoffmann EM, Lopez MPV, Stefano SR (2020) Competencies for sustainability in hotels: insights from Brazil. Empl Relat Int J. https://doi.org/10.1108/ER-01-2019-0093
Alcaraz JM, Susaeta L, Suarez E, Colon C, Gutiérrez-Martínez I, Cunha R, Leguizamón F, Idrovo S, Weisz N, Correia MF (2019) The human resources management contribution to social responsibility and environmental sustainability: explorations from Ibero-America. Int J Hum Resour Manag 30:3166–3189
Almarzooqi AH, Khan M, Khalid K (2019) The role of sustainable HRM in sustaining positive organizational outcomes. Int J Product Perform Manag 68:1272–1292. https://doi.org/10.1108/IJPPM-04-2018-0165
Al-Minhas U, Ndubisi NO, Barrane FZ (2020) Corporate environmental management. Manag Environ Qual Int J 31:431–450. https://doi.org/10.1108/MEQ-07-2019-0161
Alvarez-Risco A, Estrada-Merino A, Perez-Luyo R (2020) Sustainable development goals in hospitality management. In: Ruël H, Lombarts A (eds) Sustainable hospitality management. Emerald Publishing Limited, pp 159–178
Chapter Google Scholar
Amrutha V, Geetha S (2020) A systematic review on green human resource management: Implications for social sustainability. J Clean Prod 247:119131
Anlesinya A, Amponsah-Tawiah K (2020) Towards a responsible talent management model. Eur J Train Dev 44:279–303. https://doi.org/10.1108/EJTD-07-2019-0114
Anlesinya A, Susomrith P (2020) Sustainable human resource management: a systematic review of a developing field. J Glob Responsib
App S, Büttgen M (2016) Lasting footprints of the employer brand: can sustainable HRM lead to brand commitment? Empl Relat 38:703–723. https://doi.org/10.1108/ER-06-2015-0122
Ardichvili A (2012) Sustainability or limitless expansion: paradigm shift in HRD practice and teaching. Eur J Train Dev 36:873–887. https://doi.org/10.1108/03090591211280946
Arnold KA (2017) Transformational leadership and employee psychological well-being: a review and directions for future research. J Occup Health Psychol 22:381
Au WC, Ahmed PK (2014) Sustainable people management through work-life balance: a study of the Malaysian Chinese context. Asia-Pac J Bus Adm 6:262–280. https://doi.org/10.1108/APJBA-02-2014-0024
Aust I, Matthews B, Muller-Camen M (2020a) Common Good HRM: A paradigm shift in Sustainable HRM? Hum Resour Manag Rev 30:100705. https://doi.org/10.1016/j.hrmr.2019.100705
Aust I, Matthews B, Muller-Camen M (2020b) Common Good HRM: A paradigm shift in Sustainable HRM? Sustain Hum Resour Manag Triple Bottom Line Multi-Stakehold Strateg Concepts Engagem 30:100705. https://doi.org/10.1016/j.hrmr.2019.100705
Barrena-Martínez J, López-Fernández M, Romero-Fernández PM (2019) Towards a configuration of socially responsible human resource management policies and practices: Findings from an academic consensus. Int J Hum Resour Manag 30:2544–2580
Baum T, Hai NTT (2019) Applying sustainable employment principles in the tourism industry: righting human rights wrongs? Tour Recreat Res 44:371–381
Google Scholar
Beer M, Boselie P, Brewster C (2015) Back to the future: implications for the field of HRM of the multistakeholder perspective proposed 30 years ago. Hum Resour Manage 54:427–438. https://doi.org/10.1002/hrm.21726
Bondarouk T, Brewster C (2016) Conceptualising the future of HRM and technology research. Int J Hum Resour Manag 27:2652–2671
Brannon DW, Burbach R (2021) Sustaining hospitality talent pools through a common pool resource lens. In: Jooss S, Burbach R, Ruël H (eds) Talent management innovations in the international hospitality industry. Emerald Publishing Limited, pp 53–78
Brunetto Y, Farr-Wharton B, Wankhade P, Saccon C, Xerri M (2022) Managing emotional labour: the importance of organisational support for managing police officers in England and Italy. Int J Hum Resour Manag 1–23
Bush JT (2020) Win-Win-Lose? Sustainable HRM and the promotion of unsustainable employee outcomes. Hum Resour Manag Rev 30:100676. https://doi.org/10.1016/j.hrmr.2018.11.004
Cabral C, Dhar RL (2021) Green competencies: insights and recommendations from a systematic literature review. Benchmark Int J 28:66–105. https://doi.org/10.1108/BIJ-11-2019-0489
Caldana ACF, Eustachio JHPP, Lespinasse Sampaio B, Gianotto ML, Talarico AC, da Batalhão SAC (2021) A hybrid approach to sustainable development competencies: the role of formal, informal and non-formal learning experiences. Int J Sustain High Educ. https://doi.org/10.1108/IJSHE-10-2020-0420
Chams N, García-Blandón J (2019) On the importance of sustainable human resource management for the adoption of sustainable development goals. Resour Conserv Recycl 141:109–122
Chaudhary R (2019) Green human resource management and job pursuit intention: examining the underlying processes. Corp Soc Responsib Environ Manag 26:929–937. https://doi.org/10.1002/csr.1732
Chaudhary R (2020) Corporate social responsibility and employee performance: a study among indian business executives. Int J Hum Resour Manag 31:2761–2784
Chillakuri B (2020) Understanding generation Z expectations for effective onboarding. J Organ Change Manag 33:1277–1296. https://doi.org/10.1108/JOCM-02-2020-0058
Chillakuri B, Vanka S (2020) Understanding the effects of perceived organizational support and high-performance work systems on health harm through sustainable HRM lens: a moderated mediated examination. Empl Relat Int J Ahead-of-Print. https://doi.org/10.1108/ER-01-2019-0046
Chillakuri B, Vanka S (2021) Examining the effects of workplace well-being and high-performance work systems on health harm: a sustainable HRM perspective. Soc Bus Rev 16:71–93. https://doi.org/10.1108/SBR-03-2020-0033
Christina S, Dainty A, Daniels K, Tregaskis O, Waterson P (2017) Shut the fridge door! HRM alignment, job redesign and energy performance. Hum Resour Manag J 27:382–402. https://doi.org/10.1111/1748-8583.12144
Clarke M (2011) Readings in HRM and Sustainability. Melb Tilde 117–132
Cook DJ, Mulrow CD, Haynes RB (1997) Systematic reviews: synthesis of best evidence for clinical decisions. Ann Intern Med 126:376–380
Cooke FL, Dickmann M, Parry E (2020) IJHRM after 30 years: taking stock in times of COVID-19 and looking towards the future of HR research. Int J Hum Resour Manag 32:1–23
Cooke FL, Xiao M, Chen Y (2021) Still in search of strategic human resource management? A review and suggestions for future research with China as an example. Hum Resour Manage 60:89–118
Cooper B, Wang J, Bartram T, Cooke FL (2019) Well-being-oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience. Hum Resour Manage 58:85–97
Csath M (2022) Organizational learning as the best business practice for adaptation in times of great changes: a viewpoint. Dev Learn Organ Int J
Dao V, Langella I, Carbo J (2011) From green to sustainability: information technology and an integrated sustainability framework. Green IT 20:63–79. https://doi.org/10.1016/j.jsis.2011.01.002
de Freitas SWR, Caldeira-Oliveira JH, Teixeira AA, Stefanelli NO, Teixeira TB (2020) Green human resource management and corporate social responsibility. Benchmark Int J 27:1551–1569. https://doi.org/10.1108/BIJ-12-2019-0543
de Freitas SWR, Caldeira Oliveira JH, Teixeira AA, Stefanelli NO (2021) Green human resource management, corporate social responsibility and customer relationship management: relationship analysis in the Brazilian context. Int J Product Perform Manag 70:1705–1727. https://doi.org/10.1108/IJPPM-12-2019-0597
De Prins P, Van Beirendonck L, De Vos A, Segers J (2014) Sustainable HRM: bridging theory and practice through the ’respect openness continuity (ROC)’-model. Manag Rev 25:263–284
De Prins P, Stuer D, Gielens T (2020) Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm. Int J Hum Resour Manag 31:1684–1704
De Witte H, Pienaar J, De Cuyper N (2016) Review of 30 years of longitudinal studies on the association between job insecurity and health and well-being: Is there causal evidence? Aust Psychol 51:18–31
De-la-Calle-Durán M-C, Rodríguez-Sánchez J-L (2021) Employee engagement and wellbeing in times of COVID-19: a proposal of the 5Cs model. Int J Environ Res Public Health 18:5470
del-Castillo-Feito C, Blanco-González A, Hernández-Perlines F (2022) The impacts of socially responsible human resources management on organizational legitimacy. Technol Forecast Soc Change 174:121274. https://doi.org/10.1016/j.techfore.2021.121274
Denyer D, Tranfield D (2009) Producing a systematic review
Deshwal P (2015) Green HRM: an organizational strategy of greening people. Int J Appl Res 1:176–181
Di Vaio A, Palladino R, Hassan R, Escobar O (2020) Artificial intelligence and business models in the sustainable development goals perspective: a systematic literature review. J Bus Res 121:283–314. https://doi.org/10.1016/j.jbusres.2020.08.019
Diaz-Carrion R, López-Fernández M, Romero-Fernandez PM (2018) Developing a sustainable HRM system from a contextual perspective. Corp Soc Responsib Environ Manag 25:1143–1153. https://doi.org/10.1002/csr.1528
Diaz-Carrion R, López-Fernández M, Romero-Fernandez PM (2020) Sustainable human resource management and employee engagement: a holistic assessment instrument. Corp Soc Responsib Environ Manag 27:1749–1760. https://doi.org/10.1002/csr.1921
Diaz-Carrion R, López-Fernández M, Romero-Fernandez PM (2021) Constructing an index for comparing human resources management sustainability in Europe. Hum Resour Manag J 31:120–142. https://doi.org/10.1111/1748-8583.12286
Díez-Martín F, Blanco-González A, Díez-de-Castro E (2021) Measuring a scientifically multifaceted concept. The jungle of organizational legitimacy. Eur Res Manag Bus Econ 27:100131
Dixon-Fowler H, O’Leary-Kelly A, Johnson J, Waite M (2020) Sustainability and ideology-infused psychological contracts: An organizational- and employee-level perspective. Hum Resour Manag Rev 30:100690. https://doi.org/10.1016/j.hrmr.2019.100690
Donald WE, Baruch Y, Ashleigh MJ (2020) Striving for sustainable graduate careers. Career Dev Int 25:90–110. https://doi.org/10.1108/CDI-03-2019-0079
DuBois CLZ, Dubois DA (2012) Strategic HRM as social design for environmental sustainability in organization. Hum Resour Manage 51:799–826. https://doi.org/10.1002/hrm.21504
Ehnert I, Harry W, Zink KJ (2014) Sustainability and HRM. In: Sustainability and human resource management. Springer, pp 3–32
ElAlfy A, Palaschuk N, El-Bassiouny D, Wilson J, Weber O (2020) Scoping the evolution of corporate social responsibility (CSR) research in the sustainable development goals (SDGs) era. Sustainability 12:5544
Elkington J (1999) Triple bottom-line reporting: looking for balance. Aust CPA 69:18–21
Gardas BB, Mangla SK, Raut RD, Narkhede B, Luthra S (2019) Green talent management to unlock sustainability in the oil and gas sector. J Clean Prod 229:850–862
Ghouri AM, Mani V, Khan MR, Khan NR, Srivastava AP (2020) Enhancing business performance through green human resource management practices: an empirical evidence from Malaysian manufacturing industry. Int J Product Perform Manag 69:1585–1607. https://doi.org/10.1108/IJPPM-11-2019-0520
Gollan PJ (2000) Human resources, capabilities and sustainability
Gould-Williams J (2003) The importance of HR practices and workplace trust in achieving superior performance: a study of public-sector organizations. Int J Hum Resour Manag 14:28–54
Greenwood M, Anderson E (2009) ‘I used to be an employee but now I am a stakeholder’: implications of labelling employees as stakeholders. Asia Pac J Hum Resour 47:186–200
Greve HR (2021) The resource-based view and learning theory: overlaps, differences, and a shared future. J Manag 47:1720–1733
Guerci M, Shani ABR, Solari L (2014) A stakeholder perspective for sustainable HRM. Sustain Hum Resour Manag 205–223
Gutiérrez Crocco F, Martin A (2019) Towards a sustainable HRM in Latin America? Union-management relationship in Chile. Empl Relat Int J. https://doi.org/10.1108/ER-01-2019-0036
Hameed Z, Naeem RM, Hassan M, Naeem M, Nazim M, Maqbool A (2021) How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support. Int J Manpow. https://doi.org/10.1108/IJM-05-2020-0244
Hooi LW, Liu M-S, Lin JJJ (2021) Green human resource management and green organizational citizenship behavior: do green culture and green values matter? Int J Manpow Ahead-of-Print. https://doi.org/10.1108/IJM-05-2020-0247
Hu X, Jiang Z (2018) Employee-oriented HRM and voice behavior: a moderated mediation model of moral identity and trust in management. Int J Hum Resour Manag 29:746–771
Jackson SE, Seo J (2010) The greening of strategic HRM scholarship. Organ Manag J 7:278–290
Jang S, Ardichvili A (2020) The role of HRD in CSR and sustainability: a content analysis of corporate responsibility reports. Eur J Train Dev 44:549–573. https://doi.org/10.1108/EJTD-01-2020-0006
Jerónimo HM, de Lacerda TC, Henriques PL (2020) From sustainable HRM to employee performance: a complex and intertwined road. Eur Manag Rev 17:871–884. https://doi.org/10.1111/emre.12402
Jithendran K, Baum T (2000) Human resources development and sustainability—the case of Indian tourism. Int J Tour Res 2:403–421
Kainzbauer A, Rungruang P, Hallinger P (2021) How does research on sustainable human resource management contribute to corporate sustainability: a document co-citation analysis, 1982–2021. Sustainability 13:11745
Kane C (2022) The future workplace: reimagining the office for the twenty-first century. in: european cities after COVID-19. Springer, pp 179–195
Kashyap V, Arora R (2020) Decent work and work–family enrichment: role of meaning at work and work engagement. Int J Product Perform Manag Ahead-of-Print. https://doi.org/10.1108/IJPPM-03-2020-0133
Kassen M (2022) Open data governance as a theoretical concept: a stakeholder and institutional analysis. In: Open data governance and its actors. Springer, pp 1–28
Kelloway EK, Barling J (1991) Job characteristics, role stress and mental health. J Occup Psychol 64:291–304
Kelman I (2021) Words without meaning? Examining sustainable development terminology through small states and territories. Small States Territories 4:231–244
Khan KS, Kunz R, Kleijnen J, Antes G (2003) Five steps to conducting a systematic review. J R Soc Med 96:118–121
Kitchenham B (2004) Procedures for performing systematic reviews. Keele UK Keele Univ 33:1–26
Kowalski TH, Loretto W (2017) Well-being and HRM in the changing workplace. Int J Hum Resour Manag 28:2229–2255
Kramar R (2014) Beyond strategic human resource management: is sustainable human resource management the next approach? Int J Hum Resour Manag 25:1069–1089
Kramar R (2021) Workplace performance: a sustainable approach. Asia Pac J Hum Resour 59:567–581. https://doi.org/10.1111/1744-7941.12289
Kumar Pradhan R, Prasad Panigrahy N, Kesari Jena L (2021) Self-efficacy and workplace well-being: understanding the role of resilience in manufacturing organizations. Bus Perspect Res 9:62–76
Kundu SC, Gahlawat N (2015) Socially responsible HR practices and employees’ intention to quit: The mediating role of job satisfaction. Hum Resour Dev Int 18:387–406
Lange T (2016) Sustainable HRM and employee well-being: an empirical agenda. Int J Manpow 37:918–923
Lansbury RD (2021) Introduction to the symposium ‘transforming our future: a new social contract at work’? Asia Pac J Hum Resour
Lăzăroiu G, Ionescu L, Andronie M, Dijmărescu I (2020) Sustainability management and performance in the urban corporate economy: a systematic literature review. Sustainability 12:7705
Lechuga Sancho MP, Martínez-Martínez D, Larran Jorge M, Herrera Madueño J (2018) Understanding the link between socially responsible human resource management and competitive performance in SMEs. Pers Rev 47:1211–1243. https://doi.org/10.1108/PR-05-2017-0165
Lee H-W (2017) Sustainable leadership: An empirical investigation of its effect on organizational effectiveness. Int J Organ Theory Behav 20:419–453. https://doi.org/10.1108/IJOTB-20-04-2017-B001
Lee H-W (2019) How does sustainability-oriented human resource management work?: examining mediators on organizational performance. Int J Public Adm 42:974–984
Lisovskaia A (2022) Implementing well-being practices through russian context: HRD perspective. J East-West Bus 1–16
Lombardi R, Manfredi S, Cuozzo B, Palmaccio M (2020) The profitable relationship among corporate social responsibility and human resource management: a new sustainable key factor. Corp Soc Responsib Environ Manag 27:2657–2667. https://doi.org/10.1002/csr.1990
Longoni A, Cagliano R (2016) Human resource and customer benefits through sustainable operations. Int J Oper Prod Manag 36:1719–1740. https://doi.org/10.1108/IJOPM-11-2014-0564
Lopez-Cabrales A, Valle-Cabrera R (2020) Sustainable HRM strategies and employment relationships as drivers of the triple bottom line. Hum Resour Manag Rev 30:100689. https://doi.org/10.1016/j.hrmr.2019.100689
Luu TT (2021a) Socially responsible human resource practices and hospitality employee outcomes. Int J Contemp Hosp Manag 33:757–789. https://doi.org/10.1108/IJCHM-02-2020-0164
Luu TT (2021b) A tale of two countries: How do employees with disabilities respond to disability inclusive HR practices in tourism and hospitality industry? J Sustain Tour. https://doi.org/10.1080/09669582.2021.1876073
Macini N, Fernandes Rodrigues Alves M, Oranges Cezarino L, Bartocci Liboni L, Cristina Ferreira Caldana A (2020) Beyond money and reputation: sustainable HRM in Brazilian banks. Empl Relat Int J Ahead-of-Print. https://doi.org/10.1108/ER-12-2018-0331
Macke J, Genari D (2019) Systematic literature review on sustainable human resource management. J Clean Prod 208:806–815
Maheshwari M, Samal A, Bhamoriya V (2020) Role of employee relations and HRM in driving commitment to sustainability in MSME firms. Int J Product Perform Manag 69:1743–1764. https://doi.org/10.1108/IJPPM-12-2019-0599
Mak A, Cheung L, Mak A, Leung L (2014) Confucian thinking and the implications for sustainability in HRM. Asia-Pac J Bus Adm 6:173–189. https://doi.org/10.1108/APJBA-02-2014-0029
Malik SY, Hayat Mughal Y, Azam T, Cao Y, Wan Z, Zhu H, Thurasamy R (2021) Corporate social responsibility, green human resources management, and sustainable performance: Is organizational citizenship behavior towards environment the missing link? Sustainability 13:1044
Mariappanadar S (2003) Sustainable human resource strategy. Int J Soc Econ 30:906–923. https://doi.org/10.1108/03068290310483779
Mariappanadar S (2012a) The harm indicators of negative externality of efficiency focused organizational practices. Int J Soc Econ 39:209–220. https://doi.org/10.1108/03068291211199378
Mariappanadar S (2012b) Harm of efficiency oriented HRM practices on stakeholders: an ethical issue for sustainability. Soc Bus Rev 7:168–184. https://doi.org/10.1108/17465681211237628
Mariappanadar S (2013) A conceptual framework for cost measures of harm of HRM practices. Asia-Pac J Bus Adm 5:103–114. https://doi.org/10.1108/17574321311321595
Mariappanadar S (2014) Stakeholder harm index: A framework to review work intensification from the critical HRM perspective. Hum Resour Manag Rev 24:313–329. https://doi.org/10.1016/j.hrmr.2014.03.009
Mariappanadar S (2016) Health harm of work from the sustainable HRM perspective: scale development and validation. Int J Manpow 37:924–944. https://doi.org/10.1108/IJM-12-2015-0204
Mariappanadar S (2020) Do HRM systems impose restrictions on employee quality of life? Evidence from a sustainable HRM perspective. J Bus Res 118:38–48. https://doi.org/10.1016/j.jbusres.2020.06.039
Mariappanadar S, Aust I (2017) The dark side of overwork: an empirical evidence of social harm of work from a sustainable HRM perspective. Int Stud Manag Organ 47:372–387
Mariappanadar S, Kramar R (2014) Sustainable HRM: The synthesis effect of high performance work systems on organisational performance and employee harm. Asia-Pac J Bus Adm. https://doi.org/10.1108/APJBA-03-2014-0039
Mariappanadar S, Maurer I, Kramar R, Muller-Camen M (2021) Is it a sententious claim? An examination of the quality of occupational health, safety and well-being disclosures in global reporting initiative reports across industries and countries. Int Bus Rev. https://doi.org/10.1016/j.ibusrev.2021.101922
Mashhady A, Khalili H, Sameti A (2021) Development and application of a service design-based process for improvement of human resource management service quality. Bus Process Manag J 27:459–485. https://doi.org/10.1108/BPMJ-04-2020-0164
Mowbray PK, Wilkinson A, Tse HHM (2021) High-performance work systems and employee voice behaviour: an integrated model and research agenda. Pers Rev 50:1530–1543. https://doi.org/10.1108/PR-12-2019-0692
Muisyo PK, Qin S, Julius MM, Ho TH, Ho TH (2021) Green HRM and employer branding: the role of collective affective commitment to environmental management change and environmental reputation. J Sustain Tour 1–18
Mujtaba M, Mubarik MS (2021) Talent management and organizational sustainability: role of sustainable behaviour. Int J Organ Anal Ahead-of-Print. https://doi.org/10.1108/IJOA-06-2020-2253
Müller-Christ G, Remer A (1999) Environmental economics or business ecology? Preliminary thoughts on a theory of resource management. Oper Environ Manag 21st Century Asp Tasks Perspect 69–87
Nuis JW, Peters P, Blomme R, Kievit H (2021) Dialogues in sustainable HRM: examining and positioning intended and continuous dialogue in sustainable HRM using a complexity thinking approach. Sustainability 13:10853
O’Donohue W, Torugsa N (2016) The moderating effect of ‘Green’HRM on the association between proactive environmental management and financial performance in small firms. Int J Hum Resour Manag 27:239–261
Okoli C, Schabram K (2010) A guide to conducting a systematic literature review of information systems research
Omidi A, Dal Zotto C (2022) Socially responsible human resource management: a systematic literature review and research agenda. Sustainability 14:2116
Onkila T, Sarna B (2021) A systematic literature review on employee relations with CSR: state of art and future research agenda. Corp Soc Responsib Environ Manag n/a. https://doi.org/10.1002/csr.2210
Parng Y-J, Kurrahman T, Chen C-C, Tseng ML, Minh Hà H, Lin C-W (2021) Visualizing the hierarchical sustainable human resource management under qualitative information and complex interrelationships. Manag Environ Qual Int J 32:1422–1447. https://doi.org/10.1108/MEQ-04-2021-0086
Paulet R, Holland P, Morgan D (2021) A meta-review of 10 years of green human resource management: is Green HRM headed towards a roadblock or a revitalisation? Asia Pac J Hum Resour 59:159–183. https://doi.org/10.1111/1744-7941.12285
Pellegrini C, Rizzi F, Frey M (2018) The role of sustainable human resource practices in influencing employee behavior for corporate sustainability. Bus Strategy Environ 27:1221–1232
Peng L, Liu H, Nie Y, Xie Y, Tang X, Luo P (2020) The transnational happiness study with big data technology. ACM Trans Asian Low-Resour Lang Inf Process TALLIP 20:1–12
Pham DDT, Paillé P (2020) Green recruitment and selection: an insight into green patterns. Int J Manpow 41:258–272. https://doi.org/10.1108/IJM-05-2018-0155
Piwowar-Sulej K (2021a) Human resources development as an element of sustainable HRM: with the focus on production engineers. J Clean Prod 278:124008. https://doi.org/10.1016/j.jclepro.2020.124008
Piwowar-Sulej K (2021b) Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H-Classics methodology. Sustain Dev
Pizzi S, Caputo A, Corvino A, Venturelli A (2020) Management research and the UN sustainable development goals (SDGs): a bibliometric investigation and systematic review. J Clean Prod 276:124033
Pluta A, Rudawska A (2016) Holistic approach to human resources and organizational acceleration. J Organ Change Manag 29:293–309. https://doi.org/10.1108/JOCM-11-2014-0210
Podgorodnichenko N, Akmal A, Edgar F, Everett AM (2020a) Sustainable HRM: toward addressing diverse employee roles. Empl Relat Int J Ahead-of-Print. https://doi.org/10.1108/ER-01-2019-0016
Podgorodnichenko N, Edgar F, McAndrew I (2020b) The role of HRM in developing sustainable organizations: Contemporary challenges and contradictions. Hum Resour Manag Rev 30:100685. https://doi.org/10.1016/j.hrmr.2019.04.001
Podgorodnichenko N, Edgar F, Akmal A (2021) An integrative literature review of the CSR-HRM nexus: Learning from research-practice gaps. Hum Resour Manag Rev. https://doi.org/10.1016/j.hrmr.2021.100839
Poon TS-C, Law KK (2020) Sustainable HRM: An extension of the paradox perspective. Hum Resour Manag Rev. https://doi.org/10.1016/j.hrmr.2020.100818
Pradhan RK, Jena LK, Panigrahy NP (2020) Do sustainability practices buffer the impact of self-efficacy on organisational citizenship behaviour? J Indian Bus Res 12:509–528. https://doi.org/10.1108/JIBR-05-2019-0170
Randev KK, Jha JK (2019) Sustainable human resource management: a literature-based introduction. NHRD Netw J 12:241–252
Ranjbari M, Esfandabadi ZS, Zanetti MC, Scagnelli SD, Siebers P-O, Aghbashlo M, Peng W, Quatraro F, Tabatabaei M (2021) Three pillars of sustainability in the wake of COVID-19: A systematic review and future research agenda for sustainable development. J Clean Prod 297:126660
Raub SP, Martin-Rios C (2019) “Think sustainable, act local”—a stakeholder-filter-model for translating SDGs into sustainability initiatives with local impact. Int J Contemp Hosp Manag 31:2428–2447. https://doi.org/10.1108/IJCHM-06-2018-0453
Ren S, Jackson SE (2020) HRM institutional entrepreneurship for sustainable business organizations. Hum Resour Manag Rev 30:100691. https://doi.org/10.1016/j.hrmr.2019.100691
Ribeiro RP, Gavronski I (2021) Sustainable management of human resources and stakeholder theory: a review. Rev Gest Soc E Ambient 15:e02729–e02729
Richards J (2020) Putting employees at the centre of sustainable HRM: a review, map and research agenda. Empl Relat Int J Ahead-of-Print. https://doi.org/10.1108/ER-01-2019-0037
Rincon-Roldan F, Lopez-Cabrales A (2021a) Linking organisational values and sustainability: the role of AMO practices. Pers Rev Ahead-of-Print. https://doi.org/10.1108/PR-06-2020-0414
Rincon-Roldan F, Lopez-Cabrales A (2021b) The impact of employment relationships on firm sustainability. Empl Relat Int J Ahead-of-Print. https://doi.org/10.1108/ER-12-2020-0522
Robinson RN, Martins A, Solnet D, Baum T (2019) Sustaining precarity: critically examining tourism and employment. J Sustain Tour 27:1008–1025
Roca-Puig V (2019) The circular path of social sustainability: an empirical analysis. J Clean Prod 212:916–924
Rubel MRB, Kee DMH, Rimi NN (2021) The influence of green HRM practices on green service behaviors: the mediating effect of green knowledge sharing. Empl Relat Int J 43:996–1015. https://doi.org/10.1108/ER-04-2020-0163
Samimi E, Sydow J (2021) Human resource management in project-based organizations: revisiting the permanency assumption. Int J Hum Resour Manag 32:49–83
Santana M, Lopez-Cabrales A (2019) Sustainable development and human resource management: a science mapping approach. Corp Soc Responsib Environ Manag 26:1171–1183. https://doi.org/10.1002/csr.1765
Sarvaiya H, Arrowsmith J (2021) Exploring the context and interface of corporate social responsibility and HRM. Asia Pac J Hum Resour n/a. https://doi.org/10.1111/1744-7941.12316
Sathasivam K, Che Hashim R, Abu Bakar R (2021) Automobile industry managers’ views on their roles in environmental sustainability: a qualitative study. Manag Environ Qual Int J 32:844–862. https://doi.org/10.1108/MEQ-09-2020-0194
Schulte P, Vainio H (2010) Well-being at work–overview and perspective. Scand J Work Environ Health 422–429
Secundo G, Ndou V, Del Vecchio P, De Pascale G (2020) Sustainable development, intellectual capital and technology policies: a structured literature review and future research agenda. Technol Forecast Soc Change 153:119917
Shah SMA, Jiang Y, Wu H, Ahmed Z, Ullah I, Adebayo TS (2021) Linking green human resource practices and environmental economics performance: the role of green economic organizational culture and green psychological climate. Int J Environ Res Public Health 18:10953
Sharpley R (2020) Tourism, sustainable development and the theoretical divide: 20 years on. J Sustain Tour 28:1932–1946
Shoaib M, Abbas Z, Yousaf M, Zámečník R, Ahmed J, Saqib S (2021) The role of GHRM practices towards organizational commitment: a mediation analysis of green human capital. Cogent Bus Manag 8:1870798
Silva S, Nuzum A-K, Schaltegger S (2019) Stakeholder expectations on sustainability performance measurement and assessment. a systematic literature review. J Clean Prod 217:204–215
Singh S, Vanka S (2019) Voice matters: Why HR should listen to employee voice? Strateg HR Rev 18:268–271. https://doi.org/10.1108/SHR-04-2019-0026
Singh SK, Pradhan RK, Panigrahy NP, Jena LK (2019) Self-efficacy and workplace well-being: moderating role of sustainability practices. Benchmarking Int J 26:1692–1708. https://doi.org/10.1108/BIJ-07-2018-0219
Sobhani FA, Haque A, Rahman S (2021) Socially responsible HRM, employee attitude, and bank reputation: the rise of CSR in Bangladesh. Sustainability 13:2753
Sorribes J, Celma D, Martínez-Garcia E (2021) Sustainable human resources management in crisis contexts: Interaction of socially responsible labour practices for the wellbeing of employees. Corp Soc Responsib Environ Manag 28:936–952. https://doi.org/10.1002/csr.2111
Sotome R, Takahashi M (2014) Does the Japanese employment system harm productivity performance? Asia-Pac J Bus Adm 6:225–246. https://doi.org/10.1108/APJBA-02-2014-0031
Southey K (2016) To fight, sabotage or steal: are all forms of employee misbehaviour created equal? Int J Manpow 37:1067–1084. https://doi.org/10.1108/IJM-12-2015-0219
Stahl GK, Brewster CJ, Collings DG, Hajro A (2020) Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Sustain Hum Resour Manag Triple Bottom Line Multi-Stakehold Strateg Concepts Engagem 30:100708. https://doi.org/10.1016/j.hrmr.2019.100708
Stankevičiūtė Ž, Savanevičienė A (2018) Designing sustainable HRM: the core characteristics of emerging field. Sustainability 10:4798
Stankevičiūtė Ž, Savanevičienė A (2019) Can sustainable HRM reduce work-related stress, work-family conflict, and burnout? Int Stud Manag Organ 49:79–98
Teeuwisse V, Brannon DW (2020) A qualititaive exploration of sustainble talent management of hospitality interns’ career intentions based on their pre-, post- and present practical placement experiences. In: Ruël H, Lombarts A (eds) Sustainable hospitality management. Emerald Publishing Limited, pp 63–82
Tworzydło D, Gawroński S, Opolska-Bielańska A, Lach M (2021) Changes in the demand for CSR activities and stakeholder engagement based on research conducted among public relations specialists in Poland, with consideration of the SARS-COV-2 pandemic. Corp Soc Responsib Environ Manag n/a. https://doi.org/10.1002/csr.2189
Úbeda-García M, Claver-Cortés E, Marco-Lajara B, Zaragoza-Sáez P (2021) Corporate social responsibility and firm performance in the hotel industry. the mediating role of green human resource management and environmental outcomes. J Bus Res 123:57–69. https://doi.org/10.1016/j.jbusres.2020.09.055
Van Buren III HJ (2020) The value of including employees: a pluralist perspective on sustainable HRM. Empl Relat Int J Ahead-of-Print. https://doi.org/10.1108/ER-01-2019-0041
Van Dam K, Van Vuuren T, Kemps S (2017) Sustainable employment: the importance of intrinsically valuable work and an age-supportive climate. Int J Hum Resour Manag 28:2449–2472
Vecchi A, Della Piana B, Feola R, Crudele C (2021) Talent management processes and outcomes in a virtual organization. Bus Process Manag J 27:1937–1965. https://doi.org/10.1108/BPMJ-06-2019-0227
Vyas L (2022) “New normal” at work in a post-COVID world: work–life balance and labor markets. Policy Soc 41:155–167
Wellton L, Lainpelto J (2021) The intertwinement of professional knowledge culture, leadership practices and sustainability in the restaurant industry. Scand J Hosp Tour 21:550–566
Westerman JW, Rao MB, Vanka S, Gupta M (2020) Sustainable human resource management and the triple bottom line: Multi-stakeholder strategies, concepts, and engagement. Hum Resour Manag Rev 30:100742
WHO (2021) Comprehensive Mental Health Action Plan 2013–2030
Wikhamn W (2019) Innovation, sustainable HRM and customer satisfaction. Int J Hosp Manag 76:102–110. https://doi.org/10.1016/j.ijhm.2018.04.009
Wright PM, Steinbach AL (2022) Pivoting after almost 50 years of SHRM research: toward a stakeholder view. Asia Pac J Hum Resour 60:22–40
Xiao Y, Watson M (2019) Guidance on conducting a systematic literature review. J Plan Educ Res 39:93–112
Yang W, Nawakitphaitoon K, Huang W, Harney B, Gollan PJ, Xu CY (2019) Towards better work in China: mapping the relationships between high-performance work systems, trade unions, and employee well-being. Asia Pac J Hum Resour 57:553–576. https://doi.org/10.1111/1744-7941.12205
Ybema JF, van Vuuren T, van Dam K (2020) HR practices for enhancing sustainable employability: implementation, use, and outcomes. Int J Hum Resour Manag 31:886–907
Yong JY, Yusliza M-Y, Jabbour CJC, Ahmad NH (2020) Exploratory cases on the interplay between green human resource management and advanced green manufacturing in light of the ability-motivation-opportunity theory. J Manag Dev 39:31–49. https://doi.org/10.1108/JMD-12-2018-0355
Yusliza M-Y, Norazmi NA, Jabbour CJC, Fernando Y, Fawehinmi O, Seles BMRP (2019) Top management commitment, corporate social responsibility and green human resource management. Benchmarking Int J 26:2051–2078. https://doi.org/10.1108/BIJ-09-2018-0283
Zaugg RJ, Blum A, Thom N (2001) Sustainability in human resource management. Eval Rep Surv Eur Co Inst Arbeitsbericht Inst Für Organ Pers Univ Bern Eidgenöss Pers
Zheng X, Zhu W, Zhao H, Zhang C (2015) Employee well-being in organizations: theoretical model, scale development, and cross-cultural validation. J Organ Behav 36:621–644. https://doi.org/10.1002/job.1990
Zink KJ (2011) The contribution of quality of work to organisational excellence. Total Qual Manag Bus Excell 22:567–585
Download references
Acknowledgements
There are no acknowledgements for this manuscript.
The authors declare that no funds, grants or other support were received during the preparation of this manuscript.
Author information
Authors and affiliations.
Department of Business Administration, Sukkur IBA University, Sukkur, Pakistan
Faisal Qamar, Gul Afshan & Salman Anwar Rana
You can also search for this author in PubMed Google Scholar
Contributions
Dr. GA and Mr. FQ contributed to the study conception and design. Material preparation and analysis were performed by Mr. FQ and Mr. SR. The first draft of the manuscript was prepared by Mr. FQ. Dr. GA and Mr. SR then commented on previous versions of the manuscript. Mr. SR significantly contributed to prepare the final manuscript alongwith Mr. Faisal. Dr. GA supervised the overall work. Finally, all the authors read and approved the final manuscript.
Corresponding author
Correspondence to Faisal Qamar .
![](http://myjudaica.online/777/templates/cheerup2/res/banner1.gif)
Ethics declarations
Conflict of interest.
The authors have no relevant financial or non-financial interests to disclose.
Additional information
Publisher's note.
Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.
Rights and permissions
Springer Nature or its licensor (e.g. a society or other partner) holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law.
Reprints and permissions
About this article
Qamar, F., Afshan, G. & Rana, S.A. Sustainable HRM and well-being: systematic review and future research agenda. Manag Rev Q (2023). https://doi.org/10.1007/s11301-023-00360-6
Download citation
Received : 16 November 2022
Accepted : 21 June 2023
Published : 14 July 2023
DOI : https://doi.org/10.1007/s11301-023-00360-6
Share this article
Anyone you share the following link with will be able to read this content:
Sorry, a shareable link is not currently available for this article.
Provided by the Springer Nature SharedIt content-sharing initiative
- Psychological health
- Sustainable HRM
- Find a journal
- Publish with us
- Track your research
Academia.edu no longer supports Internet Explorer.
To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to upgrade your browser .
Enter the email address you signed up with and we'll email you a reset link.
- We're Hiring!
- Help Center
![research paper on human resource management pdf paper cover thumbnail](https://0.academia-photos.com/attachment_thumbnails/32751555/mini_magick20180815-12914-thqmhh.png?1534401002)
THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE(MBA THESIS)
![research paper on human resource management pdf Profile image of Ugonna Aguta](https://a.academia-assets.com/images/s65_no_pic.png)
Related Papers
![research paper on human resource management pdf research paper on human resource management pdf](https://a.academia-assets.com/images/loswp/related-pdf-icon.png)
The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees' satisfaction in the banking sector of Jordan. A questionnaire was developed and administered to 540 employees in the banking sector of Jordan out of which 406 were returned to test research hypotheses. The findings revealed a high level of effectiveness of all HRM practices combined and for four individual practices (HR planning, staffing, training & development and performance appraisal); while, a medium level of compensation effectiveness was yielded. It has been found that employees' satisfaction level was medium. A strong positive relationship has been identified between the effectiveness of HRM and employees' satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees' satisfaction. On the other hand, comparative studies between Islamic banks and commercial banks are highly suggested.
Bukola Babayeju
In the altering competitive environment, human resources are considered as one significant source for competitive advantage. The human resource systems can subsidize to persistent competitive advantage through enabling the expansion of competencies that the organization needs for its development. The findings revealed that the positive statistical relationships were found between the human resource management practices and organizational performance. The fundamental linkage between HRM practices and organizational performance will enable the HR managers to design packages that will bring out better operating results to attain higher organizational performance. When the organizations grip, gadget and evaluate these practices effectively, then ultimately it will culminate at the higher performance in the organization. Data was collected from the employees working in commercial banks in Dera Ismail Khan. The same data was then analyzed by using diverse statistical tools (correlation & regression analysis).
Usman Khalid
Middle-East Journal of Scientific Research
Procedia - Social and Behavioral Sciences
Didem Paşaoğlu
ERDOGAN KOC , Doç.dr. Nihat Kaya
International journal of academic research in accounting, finance and management sciences
sarina mohd nor
Euro Asia International Journals
In the present era of dynamic business environment, organisations are being posed with new challenges every day. Globalisation, Liberalisation, Mergers and Acquisitions, advances in communication and information technology, changing mix and values of workforce have created enormous challenges for business organisations. The sustainability and success of business organisations depends upon, how effectively these organisations use their resources. To cope with these challenges, human resources play very crucial role. Human Resource Management focuses on optimal utilisation and management of human resource capital to achieve maximum output. Effective human resource management encompasses wide spectrum of approaches and strategies starting from HR planning, Recruitment and Selection till the Separation of employees. The present study attempts to gain insight into HRM practices being followed by Public and Private sector banks and judge the satisfaction level of employees from these practices. A structured questionnaire is constructed containing various questions on three major dimensions of HRM i.e Recruitment & selection, Salary and Compensation, Training and Development. Survey on sample of 100 respondents from both the Public and Private sector Banks has been administered for the purpose of this study. The data is analysed using statistical measure of Chi Square test using SPSS. Keywords: Human Resource Management, Employee Satisfaction, Recruitment and Selection, Salary and Compensation, Training & Development, Chi Square Test
Abdirahim Abukar
RELATED PAPERS
Fabio Gavarini
Physics of Fluids
Francesco Battista
Diseases of the Colon & Rectum
Constantinescu Sebastian
Jhon Huaman
Idris Alamin
Current science
Manmohan Singh Chauhan
Comptes Rendus Chimie
Elisabet Dunach
Brazilian Journal of Medical and Biological Research
Paulo Cezar Novais
Ayu Halena Tode
Journal of Tissue Viability
Leanne Lester
Sergio A Migowski
International Journal of Philosophy and Theology
Herman Westerink
실시간카지노 토토사이트
Proc. 18th European …
Anurag Srivastava
Folia Histórica del Nordeste
Laura Medina
ikraith-informatika
sularso budilaksono
John Sweeten
Journal of Power Sources
Juergen Garche
Alif Wijayanto
RELATED TOPICS
- We're Hiring!
- Help Center
- Find new research papers in:
- Health Sciences
- Earth Sciences
- Cognitive Science
- Mathematics
- Computer Science
- Academia ©2024
![](http://myjudaica.online/777/templates/cheerup2/res/banner1.gif)
IMAGES
VIDEO
COMMENTS
Strategic human resource management (SHRM) research increasingly focuses on the performance effects of human resource (HR) systems rather than individual HR practices (Combs, Liu, Hall, & Ketchen, 2006).Researchers tend to agree that the focus should be on systems because employees are simultaneously exposed to an interrelated set of HR practices rather than single practices one at a time, and ...
I. INTRODUCTION. Human Resource (HR) practices are an integral part of an organization's management strategy that focuses on. effectively managing the organization's workforce. HR practices enco ...
Explore the latest full-text research PDFs, articles, conference papers, preprints and more on HUMAN RESOURCE MANAGEMENT. Find methods information, sources, references or conduct a literature ...
Core Functions of Human Resource Management and its Effectiveness on Organization: A. Study. Parul Pattrick 1, Dr. Shabana Mazhar 2. Department of Management. 1,2 Sam Higginbottom Institute of ...
The Human Resource Management Journal has published several research papers exploring various aspects of HR in contexts of change and turmoil from a number of perspectives. This virtual special issue on HRM in times of turmoil brings together a collection of papers which, when viewed together can help shed light on some of the challenges and ...
When examining the research methods of the publications, we found that the majority, namely 20 studies (55.6%), were quantitative by nature, followed by 11 (30.6%) qualitative studies. Among them, four (11%) were conceptual, and one (2.8%) was a mixed-method study that applied qualitative and quantitative methods.
Conceptual Development for Future Research The Human Resource Management Review (HRMR) is a quarterly academic journal devoted to the publication of scholarly conceptual/theoretical articles pertaining to human resource management and allied fields (e.g. industrial/organizational psychology, human capital, labor relations, organizational behavior). ). HRMR welcomes manuscripts that focus on ...
Nicole Richman, MBA. George Fox University, doctoral student, [email protected]. Abstract. Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD).
Keywords: Human resources management, Human resources management theories, Human resources managers, Human resources policies and practices 1. Introduction This is a review of selected theories that have been used to explain the phenomena of Human resources management (HRM) and Human relations school (HRS) of thoughts.
View PDF PDF View EPUB EPUB; ... as most of the research we reviewed in this paper relies heavily on employee surveys (Neisser, Citation 1967; ... R., Shantz, A., Mundy, J., & Alfes, K. (2018). Attribution theories in human resource management research: A review and research agenda. The International Journal of Human Resource Management, 29(1), ...
This paper attempts to undertake a systematic literature review to identify ways and means by which sustainable human resource management (HRM) and well-being are linked for better individual and organizational outcomes. Its primary focus is to study whether sustainable HRM predicts well-being at work? If yes, how and when this prediction takes place? Systematic computerized search and review ...
Paper received: 20.01.2019.; Paper accepted: 25.03.2019. In this paper the influence of human resource management (HRM) on business performance is. analyzed. The main goal was to thoroughly and ...
A research report by the Society for Human Resource Management in 2010 and a few other scholars claim that S-HRM can help HRM practitioners to reduce the negative impact of business practices on employees, society and the environment (Cohen & Taylor, 2012, HR's role in corporate social responsibility and sustainability; Daily & Huang, 2001, International Journal of Operations & Production ...
In this paper, four groups of research variables (organisational, job characteristics, individual work styles and household characteristics) are discussed and 12 sets of hypotheses tested in relation to two outcome measures, namely satisfaction and perceived productivity when WFH.
Introduction. Strategic human resource management (HRM) research has traditionally adopted a firm-level, employer-focused approach to examine the relationship between (one or a set of) HR practices and employees and organisational outcomes (Wright & Ulrich, Citation 2017).Despite the body of valuable knowledge gleaned from this body of work (known as HR content research; Sanders et al ...
After reviewing the many definitions of an HRIS, Kavanagh et al. (1990) defined it as a. system used to acquire, store, manipulate, analyze, retrieve, and distribute information regarding an organization's human resources. An HRIS is not simply computer hardware and associated HR-related software.
Introduction. Human resource management (HRM) is gaining popularity in public management research. In the period 1999-2002, 5 per cent of the publications in Public Management Review (PMR) were explicitly focused on HRM. In 2015-2016, this has increased to 14 per cent according to Osborne (Citation 2017) who performed an analysis on paper topics across 1999-2002 and 2015-2016 in PMR.
Purpose - The purpose of the paper is to present a review of the human resources (HR) research that has been published over the past ten years in discipline-based and hospitality-specific ...
INSTITUTE OF GRADUATE STUDIES AND RESEARCH Business Administration Department THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: Case Study of Private Banks in TRNC (MBA Thesis) Ugonna I. AGUTA Supervisor Assoc. Prof. Dr. Hasret BALCIOGLU Nicosia - 2013 CYPRUS INTERNATIONAL UNIVERSITY INSTITUTE OF GRADUATE STUDIES AND RESEARCH ABSTRACT In recent years, the Turkish ...
University of Leicester School of Business, Brookfield, Leicester LE2 1RQ, UK. Corresponding author email: [email protected]. Differences in the treatment of in volvement in the human resource ...
In this fourth annual review issue published by The International Journal of Human Resource Management (IJHRM), we are delighted to present five articles that cover some of the important areas in people management in contemporary work settings. Our review articles cover topics that are less well-researched, compared with some popular themes, as ...
PDF | On Jan 1, 2021, Govand Anwar and others published The impact of Human resource management practice on Organizational performance | Find, read and cite all the research you need on ResearchGate
The aim of this paper is to systematically review the multi-disciplinary literature stemming from International Business, Information Management, Operations Management, General Management and HRM ...