Common Good HRM: A paradigm shift in Sustainable HRM?
As organizations increasingly claim to have become more sustainable and to have contributed to global sustainable development, demands for Human Resource Management (HRM) to become sustainable intensify. In the past decade, the concept of Sustainable HRM received increasing attention in both practic...
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| Published in | Human resource management review Vol. 30; no. 3; p. 100705 |
|---|---|
| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Greenwich
Elsevier Inc
01.09.2020
Elsevier Science Ltd |
| Subjects | |
| Online Access | Get full text |
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| Abstract | As organizations increasingly claim to have become more sustainable and to have contributed to global sustainable development, demands for Human Resource Management (HRM) to become sustainable intensify. In the past decade, the concept of Sustainable HRM received increasing attention in both practice and research. However, academics' views about what Sustainable HRM means are diverse, and the effectiveness of Sustainable HRM practices is uncertain. We reviewed key articles in the literature on Sustainable HRM and as a result highlight how the purpose of HRM has been transformed in the search for sustainability. We present four Sustainable HRM types and describe how HRM can effectively contribute to solving todays “grand” sustainability challenges by applying ideas from a common good economy perspective. We propose that a new type of Sustainable HRM – Common Good HRM – could be essential in driving progress toward addressing sustainable development goals (SDGs) in Sustainable HRM.
•A classification of research on Sustainable HRM•The potential of Common Good HRM to become a new paradigm in Sustainable HRM•Provision of examples for Common Good HRM |
|---|---|
| AbstractList | As organizations increasingly claim to have become more sustainable and to have contributed to global sustainable development, demands for Human Resource Management (HRM) to become sustainable intensify. In the past decade, the concept of Sustainable HRM received increasing attention in both practice and research. However, academics' views about what Sustainable HRM means are diverse, and the effectiveness of Sustainable HRM practices is uncertain. We reviewed key articles in the literature on Sustainable HRM and as a result highlight how the purpose of HRM has been transformed in the search for sustainability. We present four Sustainable HRM types and describe how HRM can effectively contribute to solving todays "grand" sustainability challenges by applying ideas from a common good economy perspective. We propose that a new type of Sustainable HRM – Common Good HRM – could be essential in driving progress toward addressing sustainable development goals (SDGs) in Sustainable HRM. As organizations increasingly claim to have become more sustainable and to have contributed to global sustainable development, demands for Human Resource Management (HRM) to become sustainable intensify. In the past decade, the concept of Sustainable HRM received increasing attention in both practice and research. However, academics' views about what Sustainable HRM means are diverse, and the effectiveness of Sustainable HRM practices is uncertain. We reviewed key articles in the literature on Sustainable HRM and as a result highlight how the purpose of HRM has been transformed in the search for sustainability. We present four Sustainable HRM types and describe how HRM can effectively contribute to solving todays “grand” sustainability challenges by applying ideas from a common good economy perspective. We propose that a new type of Sustainable HRM – Common Good HRM – could be essential in driving progress toward addressing sustainable development goals (SDGs) in Sustainable HRM. •A classification of research on Sustainable HRM•The potential of Common Good HRM to become a new paradigm in Sustainable HRM•Provision of examples for Common Good HRM |
| ArticleNumber | 100705 |
| Author | Muller-Camen, Michael Matthews, Brian Aust, Ina |
| Author_xml | – sequence: 1 givenname: Ina surname: Aust fullname: Aust, Ina organization: Université catholique de Louvain (UCLouvain), Louvain Research Institute in Management and Organizations (LouRiM), Belgium – sequence: 2 givenname: Brian surname: Matthews fullname: Matthews, Brian organization: WU Vienna, Department of Management, Human Resource Management Institute, Austria – sequence: 3 givenname: Michael surname: Muller-Camen fullname: Muller-Camen, Michael email: Michael.Muller-Camen@wu.ac.at organization: WU Vienna, Department of Management, Human Resource Management Institute, Austria |
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