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Past research has well-demonstrated the importance of sustainable human resource management practices in augmenting sustainability in careers of individuals and their overall growth and well-being. In this regard, role of career adaptability as a potential resource in harnessing sustainable HRM and career sustainability relationship requires attention. Considering this, the purpose of the current research is to analyze how sustainable HRM practices influence career sustainability, that eventually predicts employee well-being. Besides this, we also examined the role of career adaptability as a potential moderator in governing the linkage between sustainable HR practices and career sustainability.

Our study adopted a cross-sectional research design. Data were collected through administration of survey among 620 working professionals. Analysis was conducted deploying statistical techniques such as confirmatory factor analysis (CFA) to confirm the factors, and the hypotheses were tested using model 4 and model 7 in PROCESS macro by SPSS 20.0.

Results showed that in the Indian context, career sustainability acts as a potential mediator between the sustainable HRM practices and employee well-being relationship. In addition, we also found the significant moderating role of career adaptability in strengthening the impact of sustainable HRM practices on career sustainability among employees.

The study offers potential implications for scholars and management practitioners in terms of implementing sustainable HRM practices emphasizing on good values at various levels in organizations. Also, it encourages organizational policymakers and leaders for conducting training programs and workshops on developing career adaptability resources.

It is among one of the few studies that help in advancing the scholarship on sustainable HRM and sustainable careers and their key role in strengthening individuals’ well-being. The findings also extend the application of conservation of resources theory at the intersection of sustainable HRM and vocational psychology literature in the South-east Asian context.

The purpose of the present study is to investigate the role of responsible leadership in impacting organizational sustainability performance grounded in the stakeholder theory. Further, it delves into the underlying mechanism that accentuates the link between responsible leadership and organizational sustainability performance via mediating role of sustainable HRM practices within the organization.

The study follows a cross-sectional research design using data collected via questionnaire-based survey from employees working in top 100 NSE listed organizations in India. The proposed hypotheses of the research were tested using SPSS Process Macro.

Results depicted that there is a direct relationship between responsible leadership and organizational sustainability performance. However, the relationship is better explained with a mediating role of sustainable HRM practices within the organization.

The study is helpful for the practitioners to understand the instrumentality of responsible leadership and sustainable HRM practices within Indian organizations. Moreover, the study promotes the relevance of achieving sustainability-oriented goals of the organizations.

The study fosters the limited research on the integration of leadership style and HRM function. The results further add to literature on sustainable HRM by studying its antecedents and consequences.