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 - The fieldwork in Chile was made possible thanks to the support of the National Research and Development Agency (ANID) of the Chilean Government (refs. ANID/FONDAP/15130009; ANID/FONDECYT REGULAR No. 1210338; and ANID/Anillos ATE230065). This work was supported by the Science Foundation of Ministry of Education of China (Grant number: 19YJA630064) and the Center for Social and Economic Behavior (C\u2010SEB) of the University of Cologne with the Grant\u2010ID: 2022\u2010Research\u2010H\u00E4ffner. Publisher Copyright: © 2024 ERP Environment and John Wiley & Sons Ltd.

PY - 2024/5/10

Y1 - 2024/5/10

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

UR - http://www.scopus.com/inward/record.url?scp=85192826614&partnerID=8YFLogxK

U2 - 10.1002/csr.2815

DO - 10.1002/csr.2815

M3 - Journal articles

AN - SCOPUS:85192826614

JO - Corporate Social Responsibility and Environmental Management

JF - Corporate Social Responsibility and Environmental Management

SN - 1535-3958

ER -