Examination of Sustainable Human Resource Management on Employee Performance Indicators

Christ, Marleen and Tirrel, Henning (2024) Examination of Sustainable Human Resource Management on Employee Performance Indicators. KEEP ON PLANNING FOR THE REAL WORLD. Climate Change calls for Nature-based Solutions and Smart Technologies. Proceedings of REAL CORP 2024, 29th International Conference on Urban Development, Regional Planning and Information Society. pp. 299-306. ISSN 2521-3938

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Abstract

In recent years, the topic of sustainable human resource management (SHRM) has become increasingly important (Piwowar-Sulej, 2021). The benefits of SHRM are becoming increasingly apparent, particularly in light of the shortage of skilled workers and the demographic change as SHRM is expected to enhance commitment (Ehnert, Parsa, Roper, Wagner & Müller-Camen, 2016). Thus, retention management via SHRM is in the limelight instead of recruitment of employees. However, the integration of social, economical and environmental sustainability within human resource management (HRM) strategy is often lacking and thus an innovative aspect (Ehnert et al., 2016; Kramar, 2022; Piwowar-Sulej, 2021). Moreover, the benefits of SHRM and the impact on employee performance indicators have rarely been analyzed empirically (Peerzadah, Mufti & Nazir, 2018). Thus, this paper aims at closing this gap by answering the following research question: To what degree does SHRM increase or decrease employee performance indicators? This study contributes to the social dimension of sustainability and thus contributes to the current SHRM debate with the aim of gaining insights into the impact of SHRM practices on employee performance, which will be evaluted quantitatively in order to close the aforementioned gap. Thus, a conceptual framework based on existing literature, the transactional stress model (Lazarus & Folkman, 1984) as well as the Job Demands-Resources model by Bakker and Demerouti (2007) will be developed. The framework is used to evaluate the impact of SHRM on employee stress, employee engagement, employee turnover and affective commitment. It is anticipated that a deeper understanding will be gained regarding the relevance of SHRM in business environments.

Item Type:	Article
Uncontrolled Keywords:	Employee Performance, Sustainable Human Resource Management, Stress, Sustainability, Commitment
Subjects:	H Social Sciences > H Social Sciences (General) H Social Sciences > HD Industries. Land use. Labor H Social Sciences > HM Sociology
Depositing User:	REAL CORP Administrator
Date Deposited:	28 Apr 2024 18:45
Last Modified:	10 May 2024 09:34
URI:	http://repository.corp.at/id/eprint/1095

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