Innovation for organizational sustainability: the role of HR practices and theories

Abstract

Purpose This paper aims to estimate the influence of HR practices and theories on organizational sustainability. The research also examines the role of innovation as a mediator among the relationship of HR practices and theories and organizational sustainability. Design/methodology/approach The research is based on the survey conducted among 386 employees of logistics firms across India. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) approaches were used for analysis. Approach proposed by Baron and Kenny (1986) was used to test the mediating effect. Findings The study finds that HR practices and theories have positive and significant influence on organizational sustainability. The research also reveals that after introducing innovation as a construct, it partially mediated the association of HR practices and theories and organizational sustainability. Originality/value The study inspects the extent to which innovation can acts as a mediator between the relationship of HR practices and theories and organizational sustainability in logistics sector in India, which has not been established in past studies.

Strategic outsourcing's role in driving economic value by examining mediating role of organizational capabilities and sustainable innovation

“…This initiated a major scope for strategic HR outsourcing in improving the performance of organizations. Previously, some researchers tried to find out the impact of different human resource management practices on organizational performance and attained significant results, such as Dwivedi et al ( 2021 ). Moreover, some researchers e.g., Macke and Genari ( 2019 ) also predicted that HR outsourcing could take part in sustainability practices of the organizations.…”

“…When a company works to grow its financial returns, it proactively analyses and controls its economic effects on internal and external stakeholders. It implements regulations to ensure that natural resources do not get deteriorated to the point that future generations would be harmed by environmental degradation (Dwivedi et al, 2021 ).…”

“…In past, some scholars have tried to identify the possible relationships of different HR practices for the sustainable development of business organizations and found significant associations, such as in Dwivedi et al ( 2021 ). Similarly, some of the researchers e.g., Macke and Genari ( 2019 ) suggested that different human resource practices pave the path for achieving sustainable development of business organizations.…”

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

“…Another aspect of "sustainable human resources" is that it is directly related to organizational innovation. For today's information age organizations, innovation has not only an intermediary but a direct effect on sustainability (Ardito and Petruzzelli, 2017;Dwivedi et al, 2021). It can be argued that analyzing the digital innovation relationship through career websites will significantly contribute to the relevant literature.…”

“…The most important guarantee of organizational sustainability is sustainable human resources practices. A flourishing human resources application can only be possible with a management approach that has innovative thoughts and encourages innovation (Dwivedi et al, 2021). In addition to these, another aspect is an understanding of the innovative culture that spreads throughout the organization.…”