Sustainable human resource management practices and the impacts on organizational commitment
This paper aims to identify the impact of sustainable human resource management (SHRM) practices on organizational commitment (OC). The study used a sample of 290 employees linked to six companies classified in the Bovespa Sustainability Index. The research hypotheses were tested based on a structur...
| Autores: | , |
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| Tipo de recurso: | artículo |
| Estado: | Versión publicada |
| Fecha de publicación: | 2022 |
| País: | Brasil |
| Institución: | Fundação Getulio Vargas (FGV) |
| Repositorio: | Revista de Administração de Empresas |
| Idioma: | portugués inglés |
| OAI Identifier: | oai:ojs.periodicos.fgv.br:article/86150 |
| Acceso en línea: | https://periodicos.fgv.br/rae/article/view/86150 |
| Access Level: | acceso abierto |
| Palabra clave: | sustainable HRM SHRM practices organizational commitment affective commitment normative commitment gestão sustentável de recursos humanos práticas de GSRH comprometimento organizacional comprometimento afetivo comprometimento normativo gestión sostenible de recursos humanos prácticas de GSRH compromiso organizacional compromiso afectivo compromiso normativo |
| Sumario: | This paper aims to identify the impact of sustainable human resource management (SHRM) practices on organizational commitment (OC). The study used a sample of 290 employees linked to six companies classified in the Bovespa Sustainability Index. The research hypotheses were tested based on a structural model, using the structural equation modeling (SEM) technique. The results show that SHRM practices are represented by three dimensions: attraction and retention of professionals, maintaining healthy and motivated professionals, and developing the skills of professionals. These practices have a significant and positive impact on affective commitment (AC) and normative commitment (NC). Besides, the AC stands out as a partial mediator of the relationship between SHRM practices and NC. |
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