Umweltwirtschaft oder Wirtschaftsökologie? Vorüberlegungen zu einer Theorie des Ressourcenmanagements

Müller-Christ, Georg; Remer, Andreas

doi:10.1007/978-3-642-60245-0_6

Cited by 31 publications

(12 citation statements)

References 8 publications

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“…It seems that sustainable HRM has evolved tackling different aspects or using various lenses for theorizing on the construct [16,27,28,[62][63][64][65][66][67]. Initially, sustainable HRM was developed in the context of sustainable resource management referring to organizations as open systems, resource-dependent systems, when "each system is thus both dependent on other systems and has other systems depending on it" [36] (p. 55).…”

Section: Outlining Sustainable Hrmmentioning

confidence: 99%

“…Transferring to the HRM context, it is economically rational for organizations to balance the consumption and reproduction of human resources by cooperating with business environments, as environments are "sources of resources". Based on this understanding, Müller-Christ and Remer [62] defined sustainable HRM as "what companies themselves have to do in their environments to have durable access to skilled human resources" (p. 76).…”

Section: Outlining Sustainable Hrmmentioning

confidence: 99%

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Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

Stankevičiūtė

Savanevičienė

2018

Sustainability

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Arguing for the necessity to re-think human resource management (HRM), as human resources are becoming scarce, HRM practices themselves can be even harmful for employees, and the mainstream HRM is more interested not in the employee well-being, but in the search for the link between HRM and performance, the paper introduces sustainable HRM as an alternative approach to people management. Sustainable HRM is seen as a design option, which allows one to maintain, renew and restore human resources. Although previous works have broadened the understanding of the meaning given to sustainable HRM and its core characteristics, research into how sustainable HRM translates into practice is still lacking. Thus, the purpose of the paper is to reveal the practices through which 11 characteristics of sustainable HRM are expressed in real people management in organizations. In doing this, qualitative data were collected from Lithuanian organizations using semi-structured interviews with 19 human resource (HR) managers. The research indicated a variety of applied practices, which differ by maturity. Care of employees, profitability, external partnership, fairness and equality, and employee development were revealed as the characteristics of sustainable HRM most explicitly expressed through HRM practices. Nonetheless, the organizations need more heterogeneous HRM activities, which simultaneously consider the economy, environment, society, and human aspects.

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Section: Outlining Sustainable Hrmmentioning

confidence: 99%

Section: Outlining Sustainable Hrmmentioning

confidence: 99%

Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

Stankevičiūtė

Savanevičienė

2018

Sustainability

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“…The initial contributions appeared at the end of the 1990ies in Germany (e.g. Müller-Christ & Remer, 1999), in Switzerland (e.g. Zaugg et al, 2001) and in Australia (e.g.…”

Section: Research On Sustainability and Hrmmentioning

confidence: 99%

“…It was based on the observations that not only natural resources but also people are often scarce resources that companies need to exist (e.g. Müller-Christ & Remer, 1999;Wilkinson et al, 2001), that existing approaches to deal efficiently and effectively with resources and human resources in organizations are often too short-term oriented and insufficient (e.g. Wilkinson et al, 2001), that people in organizations are 'consumed' rather than 'reproduced' and that Sustainable HRM, i.e.…”

Section: Research On Sustainability and Hrmmentioning

confidence: 99%

Recent Developments and Future Prospects on Sustainable Human Resource Management: Introduction to the Special Issue

Ehnert¹,

Harry²

2012

mrev

192

226

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“…In an attempt to create an overview of the development of S-HRM scholarship, Ehnert and Harry [3] identified three 'waves of research' in S-HRM. Initial studies on S-HRM emerged from countries such as Germany [29], Switzerland [16], and Australia [30] and provided the first definitions of this construct [3]. For example, Zaugg, Blum and Thom [16] defined S-HRM as "long term socially and economically efficient recruitment, development, retainment and dis-employment of employees" (p. II).…”

mentioning

confidence: 99%

Science Mapping the Knowledge Base on Sustainable Human Resource Management, 1982–2019

Kainzbauer

Rungruang

2019

Sustainability

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The increasing interest in sustainability has led to the emergence of a new research focus in the field of human resource management (HRM). HRM scholars have recently begun to explore how HRM might contribute to sustainable outcomes and coined the term ‘sustainable human resource management’(S-HRM). In this bibliometric review, science mapping tools were used to examine 475 Scopus-indexed documents on S-HRM. The objectives of the review were to analyze the size, evolution, and regional distribution of this knowledge base, identify key journals, documents, as well as authors, examine the intellectual structure of this literature, and highlight topical trends. The review revealed a knowledge base that is still in the emergent phase, with a global scope but a concentration in Western developed societies. Four Schools of Thought emerged within this field. This review hopes to guide a new generation of S-HRM scholars by providing an overview of the current status of the knowledge base.

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Umweltwirtschaft oder Wirtschaftsökologie? Vorüberlegungen zu einer Theorie des Ressourcenmanagements

Cited by 31 publications

References 8 publications

Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

Recent Developments and Future Prospects on Sustainable Human Resource Management: Introduction to the Special Issue

Science Mapping the Knowledge Base on Sustainable Human Resource Management, 1982–2019

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