Please rotate your device to landscape mode to view the charts.

Advancing the sustainability agenda through strategic human resource management: insights and suggestions for future research

Journal: Human Resource Management

Date: 2023

Author: Shuang Ren, Fang Lee Cooke, Günter K. Stahl, Di Fan, Andrew R. Timming

Abstract:
How can human resource management (HRM), as both a scholarly discourse and a corporate strategic function, advance the sustainability agenda? We endeavor to answer this question by drawing together insights gleamed from the emerging sustainable HRM literature. First, we synthesize various conceptualizations and theoretical perspectives on the topic, including frames of reference from strategic HRM, institutional theory and institutional logics, stakeholder theory, and sustainable careers/ life cycle theory. Second, we unpack and contextualize the sustainable HRM literature through the lens of international HRM. Third, we consolidate the extant literature and present an agenda for future research, calling for further exploration of topics that are likely to hit the next high wave of generating new strategic HRM insights and sustainable HRM knowledge.

Link: Google Scholar

Background and Context

Evolution of Sustainable HRM

The field of sustainable HRM has evolved from focusing on competitive advantage to addressing broader environmental and social challenges.

Literature Synthesis

The article synthesizes various conceptualizations and theoretical perspectives on sustainable HRM to advance understanding of this emerging field.

International Lens

The authors examine how sustainable HRM can be contextualized and adapted across different cultural and institutional settings globally.

Five Distinct Conceptualizations of Sustainable HRM

Five Conceptualizations of Sustainable HRM Strategic HRM Achieving strategic sustainability goals Institutional Work Creating new institutional settings Institutional Logics Balancing competing demands Stakeholder Managing multiple stakeholders Life-span Career Employee-centric human sustainability Sustainable HRM
  • Research has developed five distinct theoretical frameworks to understand sustainable HRM.
  • Each conceptualization offers a different lens to analyze sustainability in human resource practices.
  • These frameworks are complementary rather than competing, enriching our understanding of sustainable HRM.

Rich Theoretical Foundations Supporting Sustainable HRM

Theoretical Underpinnings of Sustainable HRM Sustainable HRM Strategic HRM Theories Institutional Theories Stakeholder Theories Career/Life-cycle Theories Social Exchange Theories
  • Sustainable HRM draws from multiple theoretical domains, creating a rich interdisciplinary foundation.
  • Integration of diverse theories enables a more comprehensive understanding of complex sustainability challenges.
  • This theoretical diversity highlights the multifaceted nature of addressing sustainability through HRM practices.

Cultural and Contextual Factors Critical for Global Sustainable HRM

International Considerations for Sustainable HRM Global Sustainable HRM Local Institutional Actors Societal Cultural Values Religious Influences Inclusive HRM Approaches
  • Implementing sustainable HRM globally requires adapting to diverse cultural and institutional contexts.
  • Local institutional actors such as trade unions play critical roles in contextualizing sustainable HRM.
  • Inclusive approaches that consider religious values and cultural factors enhance effectiveness of sustainable practices.

Comprehensive Research Agenda for Advancing Sustainable HRM

Future Research Agenda for Sustainable HRM Better Definition of Sustainability Applying Principles of Moral Philosophy Sincerity vs. Cynicism in Sustainability Link Between Sustainable HRM and Performance Sustainability as a Collective Action Problem Theoretical and Methodological Pluralism
  • The authors propose six key areas for future research to advance sustainable HRM knowledge.
  • Clarifying sustainability definitions and examining moral foundations will strengthen theoretical underpinnings.
  • Research on performance links and collective action problems will address practical implementation challenges.

Integration Path for Creating Holistic Sustainable HRM Approaches

Integration of Sustainable HRM Perspectives Integrated Sustainable HRM Creating Long-term Value for Multiple Stakeholders Balancing Economic, Social, and Environmental Goals Transformational Employee-Centric
  • The article emphasizes integration of different sustainable HRM perspectives rather than viewing them in isolation.
  • Balancing stakeholder needs with transformational and employee-centric approaches creates comprehensive sustainable HRM strategies.
  • This integrated approach helps organizations simultaneously address economic, social, and environmental sustainability dimensions.

Contribution and Implications

  • Provides conceptual clarity to the field of sustainable HRM by organizing diverse perspectives and theories.
  • Offers practical guidance for HR professionals to become change leaders in organizational sustainability transformation.
  • Establishes a research agenda that will advance both scholarly knowledge and practical applications of sustainable HRM.
  • Highlights the importance of contextual and cultural factors when implementing sustainable HRM across different countries.
  • Demonstrates the need for interdisciplinary approaches to adequately address complex sustainability challenges through HRM.

Data Sources

  • All visualizations are based on conceptual frameworks synthesized from the literature review in the article.
  • The five conceptualizations visualization is derived from Table 1 in the article (p. 253).
  • The theoretical underpinnings visualization reflects the theories discussed throughout the article (pp. 253-256).
  • The international considerations visualization is based on the international lens section (pp. 257-259).
  • The research agenda visualization represents the future research directions outlined in Table 2 (p. 260).