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Antecedents and Outcomes of Sustainable Human Resources Management: A Meta-Analytic Approach | ||
| مطالعات مدیریت توسعه سبز | ||
| مقالات آماده انتشار، پذیرفته شده، انتشار آنلاین از تاریخ 27 خرداد 1404 | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22077/jgdms.2025.8687.1240 | ||
| نویسنده | ||
| Sepideh Hatami* | ||
| Assistant Professor, Management Department, Payame Noor University, Tehran, Iran | ||
| چکیده | ||
| Sustainable human resource management (SHRM) is crucial for enhancing a company's sustainability performance by embedding sustainability goals and values within HRM. To effectively implement sustainable HR practices, organizations must identify the factors that lead to and result from these practices. This research aimed to conduct a meta-analysis of the Antecedents and outcomes of Sustainable Human Resource Management. It was fundamental quantitative research carried out using meta-analytical methods. The research community included previous studies (articles and theses) from Iran and other countries, covering the years 2000 to 2024. After identifying 29 studies based on specific criteria and extracting relevant variables, the effect size was calculated and analyzed using CMA2 software. The analysis revealed that environmental factors (effect size 0.756) were the most significant Antecedents, while other environmental factors (0.584) also played a crucial role. Among the eight identified Antecedents, the corporate social responsibility variable showed a small effect size, at the same time, engagement, HR maturity, strategy, and moderate high-performance work systems had a moderate effect size. Leadership style, social capital, and institutional pressures had a strong effect size. Among the 25 outcomes, customer satisfaction and poor employability skills had a small effect size , while employee behavior, job pursuit intention, moderate sustainability, and innovation performance had a moderate effect size. Strong outcomes included phonetic behavior, assisting behavior, empowerment, commitment, participation; leave of service, social sustainability, social capital, organizational culture, knowledge sharing, corporate social responsibility, organizational attractiveness, organizational support, employee retention, citizenship behavior, economic sustainability, organizational resilience, environmental sustainability, and environmental performance. Environmental factors play a significant role in the sustainability practices of human resource management within organizations, and it is essential to consider these factors when planning sustainability initiatives. | ||
| کلیدواژه‌ها | ||
| Human Resource Management؛ Sustainability؛ Sustainable Human Resource Management؛ Meta-Analysis | ||
| مراجع | ||
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