Sugumar Mariappanadar

Australian Catholic University | ACU · School of Business

Today, companies are inclined to contribute to sustainability by focusing on corporate sustainability (CS) strategies which lead to environment, social and governance (ESG) outcomes. In order to implement the CS strategies, companies have to design practices across domains such as finance, operations, marketing and human resources to facilitate the...

We explored the interaction of the United Nation’s sustainable development goals to facilitate human sustainability using occupational health and sustainable HRM perspectives. In Study 1 (n = 246), we assessed the preconditions to empirically confirm the distinctiveness of the dimensions of health harm of work from other study constructs. Subsequen...

Many sustainability researchers and practitioners have enquired with me about measuring sustainable HRM as a leading international scholar in the area of implementing corporate sustainability. I have indicated to them that it is not possible to measure sustainable HRM because it is a ‘field’ and not a ‘construct’. To address this enquiry, I have d...

The study attempts to develop a high-performance sustainable work practices (HPSWP) scale. The multi-dimensional HPSWP scale with sustainability characteristics was validated using four different samples (Total N = 509). Exploratory and confirmatory factor analyses supported that the four dimensions (pro-environment, stakeholder compassion, ethics...

The study attempts to reveal differences in the quality of information disclosed on occupational health, safety (OHS) and well-being in 250 sustainability reports within and between large companies in different industries and countries (i.e., market economies). Using a mixed research design, our results indicate that industry affiliation and type o...

Dear colleagues, We kindly invite you to join the first Caucus on sustainable HRM that takes place during the AOM conference 2021, Live Open, on the 3rd of August, from 6:30AM to 8:00AM (New York time) (UTC-4). You can find the contents of the caucus attached. Apologies for eventual cross-posting. We request early and established scholars, and hi...

I have been invited by the Australian Centre for Sustainability Culture to conduct a webinar on 'Sustainability and Emerging Field of Sustainable HRM for Academics'. Please see attached flyer for details and free registration: https://docs.google.com/forms/d/e/1FAIpQLSd-Aj1ttWX081SvA6V_Z5r-wTodch9lOGkM9K3ufpxbODs_sA/viewform

The current mutual benefit-focused HRM practices have a limited role in enhancing organization–stakeholder relationships to achieve organizational financial performance and human/social and environmental outcomes of corporate sustainability business strategy. Hence, sustainable HRM evolved as a discipline to facilitate a new understanding of organi...

In the past two decades strategic HR roles and the aligned strategic HR competencies focused on achieving financial outcomes to gain strategic importance in achieving business strategies. Currently there are growing socially responsible or prosocial organizational behaviour expectations by stakeholders and it has become an important disruption for...

The purpose of this chapter is to explore theory based practices to implement sustainable HRM practices to achieve organizational financial, human/social and environmental outcomes of corporate sustainability business strategy. To achieve this intention firstly, the framework of typologies of sustainable HRM highlight the sets of core and the uniqu...

Sustainable HRM as a field evolved to emphasize the role of HRM in facilitating organizations to achieve corporate sustainability. Sustainable HRM is a field with varied objectives to take care of multiple stakeholders (e.g. employees, their families, and environment) and hence it is too complex for a single measurement technique or a measurement t...

One of the features of globalization in the last three decades has been the transfer of manufacturing and other work activities from developed countries to Asian and Eastern European countries where labour costs are much lower. Multinational enterprises (MNEs) are the engine for globalization and hence this chapter discusses how global sustainable...

In the human resource management field there are many courses that provide insight into the management issues that affect financial bottom line of organizations. However, there is limited understanding of how implementation or over use of certain human resource management (HRM) practices may have sustainable and unsustainable impacts on organisatio...

In this chapter institutional theory is used to explain the macro-, meso- and micro-level contexts and strategic choices as responses to those contexts. The institutional theory is used to explain ‘why’ multinational companies (MNCs) attribute importance to certain elements of contexts for developing sustainable HRM practices as part of their organ...

Global companies are currently faced with a disruption to incorporate human/social and environmental sustainability along with organisational financial performance to their business strategy. Many companies have responded to this disruption by embracing corporate sustainability as a business level strategy to gain competitive position and long term...

In this chapter, the discussion continues around how to make organisations more sustainable by focusing on the ecological dimension of sustainability and greening issues in HRM. The objective of this chapter is to show how environmental management activities including both top-down (corporate governance) and bottom-up (individual employee level gre...

In this chapter to understand sustainable HRM, an attempt is made initially to explain the perspectives of simultaneous effects on organizational performance and employee well-being. Secondly, the negative externality of HRM practices as a theory of sustainable HRM is explained to understand the negative effects of HRM practices on the stakeholders...

I have been honoured to present a Professional Development Workshop (PDW) at the: 80th meeting of the Academy of Management (AOM) in Vancouver, Canada with Sugumar Mariappanadar, Carol Kulik, Robin Kramar. Our joint PDW submission #12713 is titled "Sustainable HRM: Spanning Boundaries Between Corporate Environmentalism and Work Practices".

I will be delivering Keynote address at the 9th International Conference on Management and Economics in September 2020 organized by the Faculty of Management and Finance, University of Ruhuna, Sri Lanka.

This exciting new text, written by some of the leading experts in the field, is the first of its kind to tackle the increasingly popular topic of sustainable HRM. Structured in six parts, the book guides students and practitioners through all of the key areas of the subject at hand, from setting out the background and institutional contexts for sus...

Purpose The purpose of this paper is to explore the possible consequences of the intra-individual level-based perceptions of participative, supportive and instrumental leadership styles and the dissonance factors of leadership styles perceptions on employee engagement using the information-processing and connectionist perspectives of leadership per...

This is the first study that attempts to understand the moderation effects of employee work recovery experiences on overwork and the dimensions of social harm of work. The data for the study was collected using the social harm of work and work recovery experience questionnaires from a total of 187 full-time employees from Australia with more than f...

Purpose - The study applies the strategic HRM perspective to investigate the schematic relationship between the dimensions of human resource (HR) capital information and intentions to use such information in individual investors’ decisions relating to investing equity into the banking industry. Design/methodology/approach - A two-stage empirical st...

Purpose The purpose of this paper is to develop a health harm of work scale from the sustainable HRM perspective. Design/methodology/approach A three-dimensional model was proposed for the health harm of work scale and validated (Total n =527) using a five-part study (item generation, item reduction, convergent, construct and discriminant validity...

This multiple disciplinary research attempts to theoretically develop a stakeholder harm index to capture and catalogue psychological, social and work related health aspects of harm of high performance work practices (HPWPs) on stakeholders (employees, their families and the community) from the negative externality perspective. An understanding of...

Purpose – The purpose of this paper is to examine sustainable human resource management (HRM) based on the synthesis and simultaneous effects of high-performance work systems (HPWS) on organisational performance and employee harm in five Asia Pacific countries. Design/methodology/approach – Data collected using the CRANET survey instrument was ana...

This Special Issue of Asia Pacific Journal of Business Administration provides further insights into the implications and complexities of sustainable HRM. The papers highlight additional fascinating aspects of sustainable HRM and pose challenges to the dominant SHRM approach and its central concerns. At the heart of a number of papers are the conce...

Although human resource management (HRM) literature has provided abundant insight into strategies used to improve employee effectiveness for company performance, relatively limited research exists on the harm or negative externality that those HRM practices can have on employees and the community. This article explores the negative externality of H...

Purpose The purpose of this paper is to propose a costs framework for harm of human resource management (HRM) practices to develop the cost measures for the psychological, social and work‐related health aspects of harm of HRM practices on stakeholders (employees, their family and communities) so as to understand the implications of harm on the stak...

Purpose The purpose of this paper is to explore the extent to which perceived financial preparedness, social retirement anxieties, and level of income influence mature aged workers' preferences to enter different retirement employment options within the contingent and the flexible work arrangements (FWA) types of bridge employment. Design/methodol...

Purpose – The purpose of this paper is to explore psychological, social and work related health aspects of harm imposed on stakeholders, such as employees, their families and communities, by organizations while using efficiency based human resource management (HRM) practices. Design/methodology/approach – The ethical issues of negative externality...

Purpose The purpose of this paper is to propose a conceptual model of harm indicators of negative externality (NE) of organizational practices, to help practitioners and researchers identify the harmful aspects associated with the unsustainable internal efficiency focused organizational practices to achieve a sustainable society. Design/methodolog...

Researchers in the field of information system (IS) endorse the view that there is always a discrepancy between the expressions of client’s automation requirements and IS designers understanding of such requirement because of difference in the field of expertise. In this article an attempt is taken to develop a motivational gratification model (MGM...

Researchers in the field of information system (IS) endorse the view that there is always a discrepancy between the expressions of client’s automation requirements and IS designers understanding of such requirement because of difference in the field of expertise. In this article an attempt is taken to develop a motivational gratification model (MGM...

An unplanned outage is the unexpected failure of a computer or network hardware system or software application in a business. The combination of hardware, software, network components, and people required to operate a corporate computer or network production environment increases both the environment's complexity and the probability that unplanned...

Sustainable human resource (HR) strategies could help companies manage their human resources HRs to achieve “net optimality” of companies' objectives as well as a stable community. Using a theoretical model, an attempt is made to explain the “externality” of retrenchment and highlight the need for sustainable HR strategies to achieve the “unitary e...

Commercial rumours impact negatively on companies' profit and brand image. Most research in the literature tends to focus on the dynamics of commercial rumours and their impact on the target companies. None seems to delve into why some consumers switch brands, while others who initially switch brands, return to the target brand after some time. Thi...