An Empirical Study on the Impact of Sustainable Human Resource Management Practices on Employee Retention

Abstract

Purpose: The chapter explores the impact of sustainable human resource management (SHRM) practices such as green job design, recruiting and selection, training, green HR operations and onboarding processes, and compensation and rewards for initiatives related to sustainability on employee retention in the education sector.

Need for the study: SHRM practices actively align human resources with sustainability goals. Green human resource management (GHRM)-implemented organisations can attract and retain top individuals, giving them a competitive edge. The impact of GHRM policies on employee retention is crucial for organisations seeking sustainable growth, ethics, and a pleasant workplace culture.

Methodology: Examination of the data is done using partial least squares structural equation modelling utilising SMART-PLS 4.0

Findings: Sustainable HRM directly affects employees’ intentions to leave (employee retention). The consequences of the results, future prospects, and the research limits are highlighted.

Practical implications: The study suggests that organisations are better able to retain their employees when they actively incorporate eco-friendly work designs, recruitment and hiring practices, training programmes, and incentives for eco-friendly work.

Citation

Kaur, S. and Arora, R. (2024), "An Empirical Study on the Impact of Sustainable Human Resource Management Practices on Employee Retention", Gupta, S., Taneja, S., Özen, E., Sood, K. and Grima, S. (Ed.) Green Management: A New Paradigm in the World of Business (Emerald Studies in Finance, Insurance, and Risk Management), Emerald Publishing Limited, Leeds, pp. 23-33. https://doi.org/10.1108/978-1-83797-442-920241002