Sustainable human resource management and job satisfaction-Unlocking the power of organizational identification: A cross-cultural perspective from 54 countries
Yükleniyor...
Dosyalar
Tarih
2024
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Wiley
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well-being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country-level individualism–collectivism. Thus, we suggest national culture functions as a second-level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi-level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.
Açıklama
Anahtar Kelimeler
Individualism–Collectivism, Job Satisfaction, Organizational Identification, Sustainable HRM Practices
Kaynak
Corporate Social Responsibility and Environmental Management
WoS Q Değeri
Q1
Scopus Q Değeri
Q1
Cilt
31
Sayı
5
Künye
Wojtczuk, T. A., Turek, D., Edgar, F., Klein, H. J., Bosak, J., Okay, S. B., Dunlop, P. (2024). Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries. Corporate Social Responsibility & Environmental Management, 31(5), 4910–4932. https://doi.org/10.1002/csr.2815
