Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross-cultural perspective from 54 countries
Research output: Journal contributions › Journal articles › Research › peer-review
Standard
In: Corporate Social Responsibility and Environmental Management, Vol. 31, No. 5, 09.2024, p. 4910-4932.
Research output: Journal contributions › Journal articles › Research › peer-review
Harvard
APA
Vancouver
Bibtex
}
RIS
TY - JOUR
T1 - Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification
T2 - A cross-cultural perspective from 54 countries
AU - CSREM 2024 - Sustainable human resource management and job satisfaction
AU - Wojtczuk-Turek, Agnieszka
AU - Turek, Dariusz
AU - Edgar, Fiona
AU - Klein, Howard J.
AU - Bosak, Janine
AU - Okay-Somerville, Belgin
AU - Fu, Na
AU - Raeder, Sabine
AU - Jurek, Paweł
AU - Lupina-Wegener, Anna
AU - Dvorakova, Zuzana
AU - Gutiérrez-Crocco, Francisca
AU - Kekkonen, Aleksandra
AU - Leiva, Pedro I.
AU - Mynaříková, Lenka
AU - Sánchez-Apellániz, Mercedes
AU - Shafique, Imran
AU - Al-Romeedy, Bassam Samir
AU - Wee, Serena
AU - Dunlop, Patrick
AU - Stinglhamber, Florence
AU - Caesens, Gaëtane
AU - Caldana, Adriana
AU - Sticca, Marina Greghi
AU - Vasilev, Valentin
AU - Lauzier, Martin
AU - Desjardins, Guillaume
AU - Zhang, Gangfeng
AU - Tan, Le
AU - Galvez-Sierra, Lady Brigitte
AU - Pérez, Erico Rentería
AU - Goić, Srećko
AU - Tadić, Ivana
AU - Charvátová, Dagmar
AU - Botek, Marek
AU - Jensen, Dorthe Høj
AU - Rojas, Dayamy Lima
AU - Ramos, Segundo Gonzalo Pazmay
AU - Masso, Piret
AU - Järlström, Maria
AU - Gillet, Nicolas
AU - Huyghebaert-Zouaghi, Tiphaine
AU - Robakidze, Maia
AU - Martskvishvili, Khatuna
AU - Dorrough, Angela R.
AU - Jekel, Marc
AU - Häffner, Carolin
AU - Sevincer, A. Timur
AU - Kekesi, Elias Kodjo
AU - Agyemang, Collins Badu
N1 - Publisher Copyright: © 2024 ERP Environment and John Wiley & Sons Ltd.
PY - 2024/9
Y1 - 2024/9
N2 - Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well-being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country-level individualism–collectivism. Thus, we suggest national culture functions as a second-level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi-level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.
AB - Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well-being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country-level individualism–collectivism. Thus, we suggest national culture functions as a second-level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi-level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.
KW - individualism–collectivism
KW - job satisfaction
KW - organizational identification
KW - sustainable HRM practices
KW - Psychology
UR - http://www.scopus.com/inward/record.url?scp=85192826614&partnerID=8YFLogxK
UR - https://www.mendeley.com/catalogue/1a4f0d42-0a21-31b8-a1b1-f02f88bfbca3/
U2 - 10.1002/csr.2815
DO - 10.1002/csr.2815
M3 - Journal articles
AN - SCOPUS:85192826614
VL - 31
SP - 4910
EP - 4932
JO - Corporate Social Responsibility and Environmental Management
JF - Corporate Social Responsibility and Environmental Management
SN - 1535-3958
IS - 5
ER -