literature review in hrm

New avenues for HRM roles: A systematic literature review on HRM in hybrid organizations

In recent decades, the emergence of hybrid organizational forms has placed new demands on the role of human resource management (HRM) contributing to organizational goals. Moreover, research emphasizes that the increasing hybridity of contexts, stakeholder requirements, and goals lead to organizational tensions that, if not properly addressed, can lead to organizational downfall. However, although organization and management research recognize the importance of elaborating HRM roles for hybrid contexts, drawing upon findings from the hybrid literature has been widely neglected. Thus, by mapping the research landscape regarding hybridity, this article provides insight into the configuration of organizational HRM roles and functions that contribute to the development of hybrid goals and are associated to the management of tensions. Significantly, this article introduces three specific HRM roles— hybrid strategist, capability adapter, and identification generator—as essential HRM roles for hybrid contexts.

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Effects of Strategic Human Resource Management Practices on Organizational Performance: Mediating Role of Work Outcomes

How to facilitate employee green behavior: the joint role of green transformational leadership and green human resource management practice, organizational change and performance: the moderating role of human resource management centrality, export citation format, share document.

Sustainable HRM and well-being: systematic review and future research agenda

• Published: 14 July 2023

Cite this article

• Faisal Qamar   ORCID: orcid.org/0000-0003-4916-8229 1 ,
• Gul Afshan   ORCID: orcid.org/0000-0003-0016-5721 1 &
• Salman Anwar Rana 1  

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This paper attempts to undertake a systematic literature review to identify ways and means by which sustainable human resource management (HRM) and well-being are linked for better individual and organizational outcomes. Its primary focus is to study whether sustainable HRM predicts well-being at work? If yes, how and when this prediction takes place? Systematic computerized search and review were conducted for articles published until December 2022. A total of 134 research articles were finally selected. It was found that sustainable HRM predicts well-being at work. However, our findings suggest that the area is largely underexplored and empirical work is too rare. Although few moderators and mediators are examined, research is required to propose and test more comprehensive models with more robust research designs and sophisticated theoretical links.

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Data availability

Information/data of all the research papers analysed during this study are included in the body of this manuscript and its appendix. Any further information related to earlier research papers considered for this review are available from the corresponding author on reasonable request.

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Human Resource Practices and Policies: A Literature Review

This study aims to determine the dimensions of HR Practices and Policies contained in various previous literatures. Journal analysis was carried out using a systematic literature review (SLR) method obtained from Scopus in 2016-2021 following inclusion and exclusion criteria with the keywords HR Policies and Practices in order to obtain 15 journals. The journal articles obtained related to HRM practices and policies were found with various specific topics ranging from age-related HRM, Green HRM, hospitality HRM, Austerity HRM, Gen-Z HRM, Health Workers HRM, HRM Strategy, SR-HRM, Promoting Women to seniors. and HRM in the University. There are various dimensions of HR Practices and Policies categorized on macro, meso and micro measures. Most of the research methods used in the article are qualitative. For future researchers, it is expected to combine quantitative and qualitative approaches to make it more comprehensive with a wider research sample.

Aggarwal, et.al. (2020). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, hlm. 1–18.

Ahmed, R., & Philbin, S. P. (2021). Systematic literature review of project manager ’ s leadership competencies. 28(1), 1–30.

Aydogan, E. and Arslan, Ö. (2021), “HRM practices and organizational commitment link: Maritime scope”, International Journal of Organizational Analysis, Vol. 29 No. 1, pp. 260-276.

Bagader, A., & Adelhadi, A. (2021). The need to implement green human resource management policies and practice in construction industries. Academy of Strategic Management Journal, 20(SpecialIssue2), 1–7.

Barrena-Martínez, et.al (2019). Towards a configuration of socially responsible human resource management policies and practices: findings from an academic consensus. International Journal of Human Resource Management, 30(17), 2544–2580.

Barrena-Martínez, et.al, (2017). Socially responsible human resource policies and practices: Academic and professional validation. European Research on Management and Business Economics, 23(1), 55–61.

Biswas, K., et.al,. (2017). A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour. International Journal of Human Resource Management, 28(9), 1309–1331.

Boehm, S. A., et.al, (2021). Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations. Work, Aging and Retirement, 7(4), 257–272.

Crimmins, G. (2017). Feedback from the coal-face: how the lived experience of women casual academics can inform human resources and academic development policy and practice. International Journal for Academic Development, 22(1), 7–18.

Daft, R. L. (2015). Organization theory and design. Boston: Cengage Learning

DeNisi, & Murphy. (2017), “Performance appraisal and performance management: 100 years of progress?”, Journal ofApplied Psychology, Vol. 102 No. 3, p. 421.

Gaffar, V. (2020). Systematic Literature Review: an Introduction. FPEB Online Discussion.

Hadji, S., et.al (2022). Diagnosing of human resource performance management based on lack of ambidextrous learning themes: a case study of public Iranian banking system. International Journal of Ethics and Systems, ahead-of-p(ahead-of-print).

Kelana, et.al,. (2021). The Effect of HR Sustainability Practice To HR Policy at SMEs Manufacturing in Malaysia. Academy of Entrepreneurship Journal, vol. 27(SpecialIssue 2), 1–5.

Khan, Rasli, & Qureshi. (2017). Greening human resource management: A review policies and practices. Advanced Science Letters, Vol. 23(9), hlm. 8934–8938.

Mohammadi, & Sharifzadeh, F. (2017), “Designing a performance management model with a human resources development approach in the public sector”, Quarterly Journal of Human Resources Training and Development, Vol. 15 No. 4, pp. 133-153

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