پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 161 |
| تعداد شمارهها | 6,532 |
| تعداد مقالات | 70,504 |
| تعداد مشاهده مقاله | 124,122,324 |
| تعداد دریافت فایل اصل مقاله | 97,230,097 |
Qualitative Study to Propose Sustainable Human Resource Management Strategies and Related Consequences: Considering Strategic Stakeholders’ Theory | ||
| Interdisciplinary Journal of Management Studies (Formerly known as Iranian Journal of Management Studies) | ||
| دوره 17، شماره 3، مهر 2024، صفحه 907-922 اصل مقاله (740.5 K) | ||
| نوع مقاله: Research Paper | ||
| شناسه دیجیتال (DOI): 10.22059/ijms.2023.354832.675629 | ||
| نویسندگان | ||
| Mehdi Khoramabadi1؛ Abdolkhalegh Gholami* 2؛ Jahanbakhsh Rahimi Baghmalek3 | ||
| 1Department of Management, Yasooj Branch, Islamic Azad University, Yasooj, Iran | ||
| 2Department of Management, Dana Non-profit Higher Education Institute, Yasooj, Iran | ||
| 3Department of Management, Gachsaran Branch, Islamic Azad University, Gachsaran, Iran | ||
| چکیده | ||
| This paper proposes a model of sustainable human resource management (HRM) strategies and consequences by considering stakeholder theory. Qualitative research was conducted to answer research questions. This study uses a purposeful snowball sampling method to draw on in-depth interviews with 19 experts. Data were analyzed by three phases :open, central, and selective coding. The results categorize sustainable HRM strategies into four category of strategies relevant to employees (competence development, equality and diversity management, caring and support of employees, career planning, participation, work-life balance programs, ability to fulfill the psychological needs, and employees’ health and safety management); environment and public sustainable HRM strategies (green job design, green human resource planning, green selection and employment, green performance evaluation and encouragement system; green training, and availability of job opportunity for locals); economic sustainability strategies (overall quality management, commitment of senior management to economic sustainability, cost improvement system, equipment efficiency, process and work-flow standardization and re-engineering); and general strategies regards to different stakeholders (conflict of interest management among different stakeholders, effective management of stakeholder support strategies, and considering stakeholders in decision-making). Moreover, the consequence of establishing stakeholder-oriented sustainable HRM is divided into four groups of individual level, environmental, organizational, and stakeholders relations consequences. | ||
| کلیدواژهها | ||
| Sustainability؛ sustainable human resource management؛ stakeholder theory؛ corporate social responsibility | ||
| مراجع | ||
|
Ahmad, S., & Nisar, T., (2015). Green human resource management: Policies and practices. Cogent Business Management, 2(1), 1-17.
Ahmad, S., & Schroeder, R.G., (2002). The importance of recruitment and selection process for sustainability of total quality management. International Journal of Quality & Reliability Management, 19(5), 540–550.
Akhtar, F., Lodhi, S.A., Khan, S.S., & Sarwar, F. (2016). Incorporating permaculture and strategic management for sustainable ecological resource management. Journal of Environmental Management, 179(1), 31-37.
Al Kerdawy, M.M.A. (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. European Management Review, 16(4), 1079-1095.
Amrutha, V. N., & Geetha, S. N. (2020). A systematic review on green human resource management: Implications for social sustainability. Journal of Cleaner Production, 247(1), 1-22.
Amrutha, V. N., & Geetha, S. N. (2020). A systematic review on green human resource management: Implications for social sustainability. Journal of Cleaner Production, 247(1), 119131.
Ansari, N. Y., Farrukh, M., & Raza, A. (2021). Green human resource management and employees pro‐environmental behaviours: Examining the underlying mechanism. Corporate Social Responsibility and Environmental Management, 28(1), 229-238.
Arulrajah, A.A, Opatha, H & Nawaratne, N.N.H. (2015), Green human resource practices, A Review. Sri Lankan, Journal of Human Resource Management Practices, 5(1),120-138.
Aslani, F., Mashayekhi, A., & Malekiha, M. (2022). The effect of green human resource management on green creativity with the moderating role of ethical leadership in Isfahan Jahad Agricultural Organization. Journal of Innovation and Creativity in Human Science, 12(2), 109-140.
Aust, I., Matthews, B., & Muller-Camen, M. (2020). Common good HRM: A paradigm shifts in sustainable human resource management? Human Resource Management Review, 30(3), 1-20.
Aybaghi Esfahani, A., Hassani, A.K., & Hosseininia, S. (2017). Green human resource management; A model for sustainability in sports organizations (case study: General Department of Sports and Youth of North Khorasan Province). Human Resource Management in Sports, 5(2), 309-328.
Bahuguna, P. C., Srivastava, R., & Tiwari, S. (2023). Two-decade journey of green human resource management research: a bibliometric analysis. Benchmarking: An International Journal, 30(2), 585-602.
Beer, M., Boselie, P., & Brewster, C. (2015). Back to the future: Implications for the field of human resource management of the multi stakeholder perspective proposed 30 years ago. Human Resource Management, 54(3), 427–438.
Binh An, N., Kuo, Y. L., Mabrouk, F., Sanyal, S., Muda, I., Hishan, S. S., & Abdulrehman, N. (2023). Ecological innovation for environmental sustainability and human capital development: the role of environmental regulations and renewable energy in advanced economies. Economic Research-Ekonomska Istraživanja, 36(1), 243-263.
Boddy, C.R. (2016). Sample size for qualitative research. Qualitative Market Research: An International Journal, 19(4), 426-432.
Carroll, A.B. (1991). The pyramid of corporate social responsibility: Toward the moral management of organizational stakeholders. Business Horizons, 34(4), 39–48.
Chan, E., Lee, G.K.L., (2008). Critical factors for improving social sustainability of urban renewal projects. Social Indicators Research. 85, 243–256.
Cherian, J.P., Jacob, J., (2012). A Study of Green HR Practices and Its Effective Implementation in the Organization: A Review. International Journal of Bussiness Management. 7, 25–33.
Chiu, R.L.H., (2003). Social sustainability, sustainable development and housing development. Hous. Soc. Chang. East-west Perspect.
Cleveland, D. A., Carruth, A., & Mazaroli, D. N. (2015). Operationalizing local food: Goals, actions, and indicators for alternative food systems. Agriculture and Human Values, 32(2), 281-297.
Cooke, F. L., 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. Human Resource Management, 60(1), 89-118.
Crane, B. (2020). Revisiting who, when, and why stakeholders matter: Trust and stakeholder connectedness. Business & Society, 59(2), 263-286.
Dunphy, D., Griffiths, A., & Benn, S. (2007), Organization Change for Corporate Sustainability (2nd ed.), London: Routledge
Dupont, C., Ferauge, P., & Giuliano, R. (2013). The impact of corporate social responsibility on HRM: GDF SUEZ's case. International Business Research, 6(12), 145-176.
Ehnert, I. (2009). Sustainable human resource management: A conceptual and exploratory analysis from a paradox perspective. Heidelberg: Physica-Verlag.
Ehnert, I., and Harry, W. (2012), Recent Developments and Future Prospects on sustainable human resource managemnet: Introduction to the Special Issue, Management Revue, 23(3), 221–238.
Farmaki, A. (2019). Corporate social responsibility in hotels: a stakeholder approach. International Journal of Contemporary Hospitality Management, 31(6), 2297-2320.
Freeman, R. E., Wicks, A., & Parmar, B. (2004). Stakeholder theory and ‘‘the corporate objective revisited’’. Organization Science, 15(3), 364–369.
Freeman, R.E. (1984). Strategic Management: A Stakeholder Approach. Boston: Pitman
Ganji, S. F. G., Rahimnia, F., Ahanchian, M. R., & Syed, J. (2023). A qualitative study of diversity management practices in Iran's private sector organizations. Equality, Diversity and Inclusion: An International Journal.
Ghasempour Ganji, S.F., Lester W.J., Babazadeh Sorkhan, V., & Banejad, B., (2021a). The effect of employee empowerment, organizational support, and ethical climate on turnover intention: The mediating role of job satisfaction. Iranian Journal of Management Studies 14(2), 311-329.
Ghasempour Ganji, S.F., Rahimnia, F., Ahanchian, M.R. & Syed, J., (2021b). Analyzing the impact of diversity management on innovative behaviors through employee engagement and affective commitment. Iranian Journal of Management Studies, 14(3), 649-667.
Glaser, B.G., & Strauss, A.L. (2017). Discovery of grounded theory: Strategies for qualitative research. Routledge
Goodman, L. A. (1961). Snowball sampling. The Annals of Mathematical Statistics, 32(1), 148-170.
Greenwood, M. (2013). Ethical analyses of human resource management: A review and research agenda. Journal of Business Ethics, 114(2), 355–366.
Grum, B., & Kobal Grum, D. (2020). Concepts of social sustainability based on social infrastructure and quality of life. Facilities, 38(11/12), 783-800.
Guerci, M., Shani, A. B., & Solari, L. (2014). A stakeholder perspective for sustainable human resource management. In I. Ehnert, W. Harry, & K. J. Zink (Eds.), Sustainability and HRM developing sustainable business organizations (pp. 205–224). Heidelberg: Springer.
Han, G., Li, Z., Liu, X., (2013). Informatics and Management Science III. Lect. Notes Electr. Eng. 206, 57–65.
Hosseii, Abolhassan and Ghasempour Ganji, Seyedeh Fatemeh (2023), Diversity Management practices and its Consequences in Iran's Top Governmental Organizations, Sustainable human resource management, 5 (8), 1-22.
Jackson, S. E., Renwick, D. W., Jabbour, C. J., & Muller-Camen, M. (2011). State-of-the-art and future directions for green human resource management: Introduction to the special issue. German Journal of Human Resource Management, 25(2), 99–116.
Jamali, D., Dirani, A., & Harwood, I.A. (2015). Exploring human resource management roles in corporate social responsibility: The CSR–HRM co-creation model. Business Ethics: A European Review, 2(2), 125–143
Järlström, M., Saru, E., & Vanhala, S. (2018). Sustainable human resource management with salience of stakeholders: A top management perspective. Journal of Business Ethics, 152(3), 703-724.
Jenny, D., Jie, S., & Xin, D. (2017). Effects of green human resource management practices on employee workplace green behavior: The role of psychological green climate and employee green values. Humana Resource Management, 56(4), 613-627.
Karman, A. (2020). Understanding sustainable human resource management–organizational value linkages: The strength of the sustainable human resource managemnet system. Human Systems Management, 39(1), 51-68.
Kiani, E., Rangriz, H., & Ahmadi, K. (2020). Designing A model for explaning sustainable human resource management in government organization Iran. Social Science Quarterly, 14(1), 100-70 (In Persian)
Kramar, R. (2022). Sustainable human resource management: six defining characteristics. Asia Pacific Journal of Human Resources, 60(1), 146-170.
Kramar, R. (2022). Sustainable human resource management: six defining characteristics. Asia Pacific Journal of Human Resources, 60(1), 146-170.
Kubacki, K., Siemieniako, D., & Brennan, L. (2020). Building positive resilience through vulnerability analysis. Journal of Social Marketing, 10(4), 471-488.
Lloyd, C, Harris, M & Andrew, C. (2016), The greening of organizational culture, Management views on the depth, degree and diffusion of change. Journal of Organizational Change Management, 15(3), 214 – 234.
Macke, J., & Genari, D. (2019). Systematic literature review on sustainable human resource management. Journal of cleaner production, 208(1), 806-815.
Macke, J., & Genari, D. (2019). Systematic literature review on sustainable human resource management. Journal of cleaner production, 208, 806-815.
Mandip, G., (2012). Green human resource management: people management commitment to environmental sustainability. Research Journal of Recent Sciences. 1(1), 244–252
Marrucci, L., Daddi, T., & Iraldo, F. (2023). Institutional and stakeholder pressures on organisational performance and green human resources management. Corporate Social Responsibility and Environmental Management, 30(1), 324-341.
Millar, J, Chandana, S, Michael & Müller, C. (2016), Green human resource management: a comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 27(2), 192–211.
Mitchell, R. K., Agle, B. R., & Wood, D. J. (1997). Toward a theory of stakeholder identification and salience: Defining the principle of who and what really counts. Academy of Management Review, 22(4), 853–886.
Mohiuddin, M., Hosseini, E., Faradonbeh, S.B., & Sabokro, M. (2022). Achieving human resource management sustainability in universities. International Journal of Environmental Research and Public Health, 19(2), 928.
Moriarty, P., & Honnery, D. (2020). New approaches for ecological and social sustainability in a post-pandemic world. World, 1(3), 191-204.
Nathaniel, S.P., Yalçiner, K., & Bekun, F.V. (2021). Assessing the environmental sustainability corridor: Linking natural resources, renewable energy, human capital, and ecological footprint in BRICS. Resources Policy, 70(1), 1-20.
Norton, T, Stacey, L.P, Hannes, Z & Neal, M.A. (2015), Employee green behavior, A theoretical framework, multilevel review, and future research agenda. Organization & Environment, 28(1),103-125.
Oláh, J., Aburumman, N., Popp, J., Khan, M. A., Haddad, H., & Kitukutha, N. (2020). Impact of Industry 4.0 on environmental sustainability. Sustainability, 12(11), 4674.
Opatha, H & Arulrajah, A. (2014), Green human resource management, A Simplified General Reflections. International Business Research, 7(8), 101-112.
Paille, P., Chen, Y., Boiral, O., & Jin, J. (2013). The impact of human resource management on environmental performance: An Employee-Level Study. Journal of Business Ethics, 121(3), 451-466.
Patton, M. Q. (2002). Two decades of developments in qualitative inquiry: A personal, experiential perspective. Qualitative Social Work, 1(3), 261-283.
Pham, D. D. T., & Paillé, P. (2020). Green recruitment and selection: an insight into green patterns. International journal of manpower, 41(3), 258-272.
Piwowar‐Sulej, K. (2021). Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H‐Classics methodology. Sustainable Development, 29(4), 671-693.
Prasad, R., (2013). Green HRM-Partner in Sustainable Competitive Growth. Journal of Management Science Technology, 115–18
Rai, S. S., Rai, S., & Singh, N. K. (2021). Organizational resilience and social-economic sustainability: COVID-19 perspective. Environment, Development and Sustainability, 23, 12006-12023.
Renwick, D., Jabbour, C., Muller-Camen, M., Redman, T., & Wilkinson, A. (2016). Contemporary developments in green (environmental) human resource management scholarship. The International Journal of Human Resource Management, 27(2), 114–128.
Richards, J. (2022). Putting employees at the centre of sustainable HRM: a review, map and research agenda. Employee Relations: The International Journal, 44(3), 533-554.
Sabokro, M., Masud, M.M., & Kayedian, A. (2021). The effect of green human resources management on corporate social responsibility, green psychological climate and employees’ green behavior. Journal of Cleaner Production, 313(1), 1-21.
Samson, A.O., & Oluwatoyin, O.R. (2012). Challenges of waste management and climate change in Nigeria: Lagos State metropolis experience. African Journal of Scientific Research, 7(1), 1-20.
Shafaei, A., Nejati, M. and Mohd Yusoff, Y., 2020. Green HRM: A two-study investigation of antecedents and outcomes. International Journal of Manpower, 41(7), pp.1041-1060.
Sriram, V.P & Suba, M. (2017), Impact of Green human resource management Practices over Organization Effectiveness. Journal of Advanced Research in Dynamical and Control Systems, 14(5), 386-394.
Stahl, G.K., Brewster, C.J., Collings, D.G., & Hajro, A. (2020). Enhancing the role of HRM in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to human resource management, Human Resource Management Review, 30(3), 100708
Stankevičiūtė, Ž., & Savanevičienė, A. (2018). Raising the curtain in people management by exploring how sustainable HRM translates to practice: The case of Lithuanian organizations. Sustainability, 10(12), 43-56.
Stankevičiūtė, Ž., & Savanevičienė, A. (2019). Can sustainable HRM reduce work-related stress, work-family conflict, and burnout?. International Studies of Management & Organization, 49(1), 79-98.
Stefano, G & Fiorentino, R. (2014), An integrated framework to support the process of green management adoption. Business Process Management, 20(2), 68 – 89.
Tanova, C., & Bayighomog, S. W. (2022). Green human resource management in service industries: the construct, antecedents, consequences, and outlook. The Service Industries Journal, 42(6), 412-452.
Tooranloo, H.S., Azadi, M.H., & Sayyahpoor, A. (2017). Analyzing factors affecting implementation success of sustainable human resource management using a hybrid approach of FAHP and Type-2 fuzzy DEMATEL. Journal of Cleaner Production, 162(1), 1252-1265.
World Economic Forum (2017), global competitiveness report, retrived from: https://www3.weforum.org/docs/GCR2016-2017/05FullReport/TheGlobalCompetitivenessReport2016-2017_FINAL.pdf
Yong, J. Y., Yusliza, M. Y., & Fawehinmi, O. O. (2020). Green human resource management: A systematic literature review from 2007 to 2019. Benchmarking: An International Journal, 27(7), 2005-2027.
Zhang, L., Godil, D.I., Bibi, M., Khan, M.K., Sarwat, S., & Anser, M.K. (2021). Caring for the environment: How human capital, natural resources, and economic growth interact with environmental degradation in Pakistan? A dynamic ARDL approach. Science of the Total Environment, 774(1), 1-17.
Zink KJ (2011), The contribution of quality of working life to organizational excellence. Total Quality Management and Bussiness Excellence, 22(5), 567-585 | ||
|
آمار تعداد مشاهده مقاله: 469 تعداد دریافت فایل اصل مقاله: 467 |
||