No abstract

When a company goes into crisis, the first and most typical response is the dismissal of people, even before considering the sources of the decline. Although the reduction of costs may seem a quick and reasonable measure in this context, downsizing is not the only possibility, nor the most advisable response when facing decline. In turn, by identifying and understanding the sources of decline in time, a company may want to decide on human resource (HR) alternatives to layoffs. This research shows how the HR responses of declining companies should be in line with the sources of the decline. Adopting a configurational perspective, we propose a model of analysis that links sources of decline, turnaround strategy, and HR strategy (HRS) and practices. This model identifies four basic HRS for organizations in decline, according to its sources: flexibility-oriented, efficiency-oriented, niche-oriented, and maintenance-oriented HRS.

Despite the relevance of human resources in the management of Corporate Social Responsibility (CSR), confusion and theoretical chaos are still evident in the area. This manuscript provides a systematic review of the link between CSR and Human Resource Management (HRM), stressing the main topics along with the evolution and tendencies founded in this field. SciMAT was used to conduct a conceptual science mapping analysis based on co-word bibliographic networks. From 2006 to 2019, 194 documents were retrieved from the Web of Science. Considering the last period (2017–2019), the motor themes (those which are well-developed and relevant for the structure of the research field) were environmental management (including green HRM), sustainable HRM and pro-environmental behaviour. Socially responsible HRM (SR-HRM) was a basic theme (important, although not developed). Perceived organisational support was a specialised theme (well-developed, although less important), and employee commitment was an emerging theme (both weakly developed and marginal). In addition, a review of the measurement tools used in the main topics extracted from the previous analysis was carried out. Our analysis will help inform researchers and practitioners on the future of CSR and HRM and the previous efforts in the creation of measurement instruments.

This manuscript presents a systematic review of "sustainable human resource management" (HRM), highlighting its major themes and the evolution and tendencies observed in this field. It contributes to the development of this relatively new topic, offering a critical evaluation and identifying the highest impact research strands.The Web of Science database returned 111 documents spanning the period 1997-2018, and a conceptual science mapping analysis based on co-word bibliographic networks was developed, using SciMAT as an analytical tool. The motor themes (well developed and important for the structure of the discipline) in the field of sustainable HRM are environmental management, socially responsible HRM, and turnover. Employee engagement is a specialised theme (well developed but less important for the structure of the research field), human resource practices is a basic or transversal theme (important for the discipline but not developed), and sustainable leadership and environmental performance are emerging themes (both weakly developed and marginal to the field).

No abstract