Special Issue "Sustainability and Human Resources Management: Evaluating Challenges and Impacts for the Employee-Organization Relation"

A special issue of Administrative Sciences (ISSN 2076-3387).

Deadline for manuscript submissions: closed (30 September 2022) | Viewed by 1814

Special Issue Editors

Prof. Dr. Daniel Roque Gomes
E-Mail Website1 Website2
Guest Editor
Departamento de Comunicação e Ciências Empresarias, Instituto Politécnico de Coimbra, 3045-093 Coimbra, Portugal
Interests: organizational studies; human resource management; management; behavioural science; organizational psychology
Special Issues, Collections and Topics in MDPI journals
Prof. Dr. ‪Neuza Ribeiro
E-Mail Website
Guest Editor
Dr. Maria João Santos
E-Mail Website1 Website2
Guest Editor
1. ISEG - Lisbon School of Economics and Management, Rua do Quelhas, n.6, 1200-781 Lisbon, Portugal
2. SOCIUS – Research Centre in Economic and Organizational Sociology, 1200-781 Lisbon, Portugal
Interests: knowledge management; creativity and innovation in organizations; ethics and corporate social responsibility

Special Issue Information

Dear Colleagues,

The new millennium development agenda has brought with it the need for countries worldwide to develop policies aimed at the common purpose of fostering sustainable development. The agenda has emphasized the notion that organizations should develop their management areas in correspondence with the Sustainable Development Goals (SDGs), appealing for commitment towards economic prosperity or the ending of poverty, while also protecting the environment.

Although sustainability is hardly a new subject for research, recent years have moved the theme towards the perspective of Human Resources Management (HRM). In effect, it has become a recent target of attention for HRM researchers, in search of valid ways to stimulate the area and be committed and resourceful regarding structural paths leading to overall sustainable development. Consequently, identifying the way in which Sustainable Human Resources Management (SHRM) practices that support organizational strategy, performance, or internal development can and should be built has become a challenge of investigation. HRM has always been a management area permeable to new challenges aimed at enhancing organizational productivity, internal efficiency, or organizational strategic development. Sharing this alignment with the new millennium development agenda, the area has recently been influenced by research dedicated to understanding in what ways sustainability can work alongside with HRM to achieve structural progress for organizations.

As research on the broad subject of SHRM expands, interesting steps are being taken in regard to collecting evidence towards viewing the area as a vigorous component of Corporate Sustainability’s (CS) purposes and challenges describing the way organizations achieve their goals for the business. The area of SHRM has been steadily aligning with the agenda’s SDGs, in particular the goals (a) decent work and (b) economic growth. Despite the encouraging path that SHRM is taking in this specific field, the medium- and the long-term effects on organizational performance are still yet to be understood. As such, it becomes relevant to study the impact of SHRM regarding the ways in which people can be managed and led, and the effects it can have on workers’ attitudes and behaviors.

The Special Issue that we are proposing is intended to discuss in what way SHRM can overtake the traditional approaches of strategic human resources management in regard to relevant aspects such as people management, leadership, team performance, internal communication and HRM, workers’ behavior and workers’ attitudes towards work environments. We are seeking submissions that focus on new approaches that can shed light on the challenges and impacts that SHRM may bring for the employee–organization relation.

Relevant theoretical perspectives might include (but are not limited to):

  • The impact of sustainability on human resource management;
  • Leadership and sustainability;
  • Sustainability and relational architecture;
  • Sustainability and remote workplace relationships;
  • SHRM and work–life balance;
  • Responsible leadership;
  • Green HRM;
  • Corporate Social Responsibility;
  • SHRM and diversity;
  • SHRM and well-being;
  • Sustainability and HR attraction and retention;
  • Sustainable work system;
  • Business Ethics;
  • Sustainable organization;
  • Sustainable HR strategy; 
  • Sustainable leadership.

Prof. Dr. Daniel Roque Gomes
Prof. Dr. ‪Neuza Ribeiro
Dr. Maria João Santos
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Administrative Sciences is an international peer-reviewed open access quarterly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • leadership and sustainability
  • sustainable HR strategy
  • sustainable work system

Published Papers (3 papers)

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Research

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Article
Effects of ESG Activity Recognition Factors on Innovative Organization Culture, Job Crafting, and Job Performance
Adm. Sci. 2022, 12(4), 127; https://doi.org/10.3390/admsci12040127 - 28 Sep 2022
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Abstract
This study aims to verify the effects of organizational members’ ESG activity recognition on job performance with the mediation of innovative organizational culture and job crafting. To this end, a questionnaire survey was carried out based on previous studies, and 237 questionnaire response [...] Read more.
This study aims to verify the effects of organizational members’ ESG activity recognition on job performance with the mediation of innovative organizational culture and job crafting. To this end, a questionnaire survey was carried out based on previous studies, and 237 questionnaire response copies were analyzed. An empirical study was conducted on the effects of each ESG activity recognition factor on job performance with the mediation of innovative organizational culture and job crafting. According to the analysis result, the society factor had a positive (+) effect on innovation-oriented culture among the ESG activity recognition factors, the environment factor had a negative (−) effect, and the governance factor did not have any effect. In contrast, governance had a positive (+) effect on relationship-oriented culture in innovative organizational culture. However, the environment and societal factors did not have any effect. The innovation-oriented culture and relationship-oriented culture directly affected job crafting, but they were confirmed not to have a direct effect on job performance. Hence, the result shows that the ESG activity recognition’s society factor reinforces innovative organizational culture, and the governance factor can consolidate organizational relationships. Full article
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Article
Corporate Social Responsibility: The Impact of Employees’ Perceptions on Organizational Citizenship Behavior through Organizational Identification
Adm. Sci. 2022, 12(3), 120; https://doi.org/10.3390/admsci12030120 - 19 Sep 2022
Viewed by 318
Abstract
The impact of the employees’ perceptions of CSR activities on the employee-organization relationship has been little explored in the literature. This study aims to analyze the impact of corporate social responsibility (CSR) perceptions (Environment-related CSR; Employee-related CSR, Customer-related CSR) on organizational citizenship behavior [...] Read more.
The impact of the employees’ perceptions of CSR activities on the employee-organization relationship has been little explored in the literature. This study aims to analyze the impact of corporate social responsibility (CSR) perceptions (Environment-related CSR; Employee-related CSR, Customer-related CSR) on organizational citizenship behavior through the mediating role of the organizational identification of employees in the hotel sector. A questionnaire was applied to a sample of 214 frontline employees who work in four- and five-star hotels. Using Model 4 of the PROCESS macro, a mediation model was designed to test the hypotheses. The results indicate that there is a mediation model that uses the effect of organizational identification in the relationship between perceptions of CSR and organizational citizenship behavior. This study concludes that an increase in identification with the organization based on environmental-related activities, employee-related activities, or customer-related activities impact on OCB. The results of this study represent contributions to the literature in the CSR field, as well as to the case of human resources managers who wish to enhance organizational citizenship behavior and identification among hotel staff. Full article

Review

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Review
Green Human Resource Management: A Bibliometric Analysis
Adm. Sci. 2022, 12(3), 95; https://doi.org/10.3390/admsci12030095 - 03 Aug 2022
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Abstract
Despite the growing attention which green human resource management (GHRM) has been gaining, the field is still remarkably young, and conceptual clarity is yet to be attained. A bibliometric review of GHRM from 2010 to 2020 was conducted on the Web of Science [...] Read more.
Despite the growing attention which green human resource management (GHRM) has been gaining, the field is still remarkably young, and conceptual clarity is yet to be attained. A bibliometric review of GHRM from 2010 to 2020 was conducted on the Web of Science and analyzed using the VOSviewer software package, version 1.6.16 developed by Van Eck and Waltman (Leiden, The Netherlands). The results show the exponential growth of this topic, although there seems to be no consensus regarding its definition, conceptualization and measurement. Concerning its conceptual development, GHRM seems to currently fit the second stage of development (evaluation and augmentation) of Reichers and Schneider’s three-stage model of the evolution of constructs. Future research seems to point in the direction of establishing the barriers separating GHRM from other human resource management topics, defining green practices and determining the antecedents and consequences of GHRM. Full article
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