Visualizing the hierarchical sustainable human resource management under qualitative information and complex interrelationships

Parng, Yuh-Jiuan M.; Kurrahman, Taufik; Chen, Chih‐Cheng; Tseng, Ming‐Lang; Hà, Hiền Minh; Lin, Chun–Wei

doi:10.1108/meq-04-2021-0086

Cited by 11 publications

(4 citation statements)

References 41 publications

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“…In the process of analysing the literature, it was noted that research pays little attention to the criteria for the qualitative development of human capital [36][37][38]. Many studies describe quantitative and cost estimates [27,28,35] The benefits…”

Section: Resultsmentioning

confidence: 99%

Factors affecting the quality of human capital in industrial cities of Russia

Shakirova,

Barybina

2023

E3S Web Conf.

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The study tests the hypothesis that in order to develop industrial enterprises in the modern realities of the BANI-world (brittle, anxious, nonlinear, incomprehensible: fragile, disturbing, nonlinear, incomprehensible) it is of high importance to understand the influence of the social context and assess it in the correct manner. To reach new heights of development, not only direct investments in people’s education are needed, but also indirect ones, i.e., in creating favourable living conditions. The purpose of this work is to identify the factors that are the target of indirect investments affecting the quality of human capital in industrial cities of Russia.

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Section: Resultsmentioning

confidence: 99%

Factors affecting the quality of human capital in industrial cities of Russia

Shakirova,

Barybina

2023

E3S Web Conf.

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“…Recent work by Rajabpour et al (2022) in green HRM uses fuzzy AHP to examine the barriers to green HRM and provide potential solutions. Fuzzy Delphi was also utilized by Parng et al (2021) to assess sustainable human resource management qualities and to illustrate the causal interrelationships between these attributes. Bui et al ( 2020) also used the fuzzy Delphi technique to determine real challenges to sustainable solid waste management.…”

Section: Methodsmentioning

confidence: 99%

Resolution of barriers to Green Human Resources Management through its drivers in the textile sector of an emerging economy

Miao

Zaman

Khan

et al. 2023

Preprint

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Green HRM is vital in organizations' sustainability policies, seen as a recent research trend. This paper aims to identify the five most important drivers and critical barriers to Green HRM implementation in Pakistan's textile industry. Data were collected from a group of Pakistan's textile industry experts, and the Fuzzy Delphi and Fuzzy AHP methods were used to examine the results. The findings reveal that the most critical five drivers of Green HRM implementation are improvement in company image, maximum use of resources, reduced waste, stimulation of growth and innovation, top management support, and work-life balance. The results further explore the five critical barriers: difficulty and complexity in green technology adoption, lack of organizational support, employee resistance, and lack of culture and knowledge of individuals. This analysis is valuable to researchers by highlighting research gaps and making specific suggestions on Green HRM research. This study proposes a detailed research structure for future studies, particularly implementation recommendations for Green HRM practices. Organizations should adequately evaluate the green culture and work-life balance of employees. They can also support and engage employees in a green environment and manage organizational sustainability performance. Using different methods, this research may also be carried out in the future, especially comparing the various drivers and barriers of Green HRM of small and large companies in Pakistan. In this research, new barriers and drivers are used in this context. The paper takes a detailed look at analyzing drivers and barriers of Green HRM implementation in an organization through DELPHI and MCDM techniques. This research paper acknowledges that Green HRM implementation's most crucial aspects are the organization's barriers and drivers. An organization applies the DELPHI technique to validate known barriers and drivers of Green HRM execution. This research aims to develop the source of information within the literature on drivers and barriers of Green human resource management execution in an organization and the collection of organizational sustainability performance.

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“…The recent social shocks also highlighted the necessity for organizations to manage their HR in a more sustainable way from a social point of view (Parng et al. , 2021).…”

Section: Literature Review and Hypothesismentioning

confidence: 99%

“…The recent social shocks also highlighted the necessity for organizations to manage their HR in a more sustainable way from a social point of view (Parng et al, 2021). Phenomena like the so-called "great resignation" or the unexpected boost to remote working have placed further emphasis on the importance of implementing SSOP to safeguard and increase employees' well-being (Aviso et al, 2019).…”

Section: Social Sustainable Operations Practices and Hr Benefitsmentioning

confidence: 99%

How to survive social crises? An HR analytics data-driven approach to improve social sustainable operations’ effectiveness

Di Prima,

Kotaskova,

Yildiz

et al. 2023

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PurposeDespite the growing interest regarding companies' sustainability, its social dimension has mostly been neglected by academics and practitioners. Consequently, this study aims to address this issue by investigating if the adoption of human resource (HR) analytics can positively influence the impact of social sustainable operations practices (SSOP) on employees' motivation and engagement and the effect of these lasts on organizational retention.Design/methodology/approachData were collected through online questionnaires addressed to 281 HR managers of heterogeneous companies from Europe and analyzed through a structural equation modeling (SEM) technique.FindingsThe findings confirmed the positive effect of SSOP on employees’ motivation and engagement, and of these last on employees’ retention. Furthermore, they confirmed that the usage of HR analytics positively moderates the relationship between SSOP and employees’ motivation and engagement.Originality/valueThis study contributes to both sustainable operations management and HR management literature streams. First, it adopts a multidisciplinary perspective which also considers evidence from HR management literature, allowing the authors to concentrate on the social dimension of sustainability. Second, it provided further insight regarding the adoption of a data-driven approach in relation to social sustainable operations management. Finally, it contributes to HR analytics-related literature by demonstrating its impact also on organizational aspects that are not directly controlled by the HR department.

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Visualizing the hierarchical sustainable human resource management under qualitative information and complex interrelationships

Cited by 11 publications

References 41 publications

Factors affecting the quality of human capital in industrial cities of Russia

Factors affecting the quality of human capital in industrial cities of Russia

Resolution of barriers to Green Human Resources Management through its drivers in the textile sector of an emerging economy

How to survive social crises? An HR analytics data-driven approach to improve social sustainable operations’ effectiveness

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