Add to ORKG[Extract] Organisational value systems shape individual employees’ reactions to work. As sustainable HRM is an institutional-level theory, it is important to develop organisational value systems that promote sustainable HRM systems and characteristics of sustainable HRM practices. These will subsequently have impact on employees’ attitudes and behaviours to achieve sustainable outcomes for all stakeholders involved
This study contributes to the growing literature on the intersection between human resource manageme...
This study contributes to the growing literature on the intersection between human resource manageme...
Sustainable human resource management (HRM) literature has been emerging over the last decade as an ...
The current mutual benefit-focused HRM practices have a limited role in enhancing organization–stake...
[Extract] Many HRM practices have evolved over a period of time from the humanistic perspective to e...
[Extract] The aim of this chapter is to further develop the vision of how sustainable HRM practices ...
[Extract] Organisations have incentives for maximising profits and shareholders’ values by acting...
The common agreement in human resource management (HRM) literature suggests that organizations willi...
Strategic human resource management (SHRM) emerged as a dominant approach to human resource manageme...
[Extract] Sustainable HRM seeks to develop and implement policies designed to achieve objectives in ...
[Extract] The aim of this chapter is to introduce the field of sustainable HRM to advance the unders...
Arguing for the necessity to re-think human resource management (HRM), as human resources are becomi...
Arguing for the necessity to re-think human resource management (HRM), as human resources are becomi...
[Extract] In this chapter different techniques (indices and survey scales) to measure different aspe...
This study contributes to the growing literature on the intersection between human resource manageme...
This study contributes to the growing literature on the intersection between human resource manageme...
This study contributes to the growing literature on the intersection between human resource manageme...
Sustainable human resource management (HRM) literature has been emerging over the last decade as an ...
The current mutual benefit-focused HRM practices have a limited role in enhancing organization–stake...
[Extract] Many HRM practices have evolved over a period of time from the humanistic perspective to e...
[Extract] The aim of this chapter is to further develop the vision of how sustainable HRM practices ...
[Extract] Organisations have incentives for maximising profits and shareholders’ values by acting...
The common agreement in human resource management (HRM) literature suggests that organizations willi...
Strategic human resource management (SHRM) emerged as a dominant approach to human resource manageme...
[Extract] Sustainable HRM seeks to develop and implement policies designed to achieve objectives in ...
[Extract] The aim of this chapter is to introduce the field of sustainable HRM to advance the unders...
Arguing for the necessity to re-think human resource management (HRM), as human resources are becomi...
Arguing for the necessity to re-think human resource management (HRM), as human resources are becomi...
[Extract] In this chapter different techniques (indices and survey scales) to measure different aspe...
This study contributes to the growing literature on the intersection between human resource manageme...
This study contributes to the growing literature on the intersection between human resource manageme...
This study contributes to the growing literature on the intersection between human resource manageme...
Sustainable human resource management (HRM) literature has been emerging over the last decade as an ...