Sustainable Human Resource Management

Transcription

1 Ina Ehnert Sustainable Human Resource Management A Conceptual and Exploratory Analysis from a Paradox Perspective Physica-Verlag A Springer Company

2 1 Introducing Sustainability into HRM Importance of Sustainability as a Phenomenon for HRM Practice Practical Relevance of HR and HRM for Corporate Success Practical Relevance of Sustainability for HRM Sustainability and Human Resources: Challenges for HRM The Problem of Labour or Skills Shortage The Problem of Self-Induced Side and Feedback Effects Paradoxical Tensions for HRM Emergence of Conceptual Approaches Linking Sustainability and HRM Key Research Approaches and Issues on the Sustainability-HRM Link Critical Appreciation of the Sustainability-HRM Literature Outline of Research Gaps for the Study Research Objectives and Questions Conceptual and Analytical Objectives Exploratory Objectives Pragmatic Objectives Research Approach and Overview Reflections on the Position in the Philosophies of Science Theory Development Approach Structure of the Dissertation 27

3 Linking the Idea of Sustainability to Strategic HRM Objectives and Structure of the Chapter Defining Key Terms and Concepts on Sustainability Historical Development of Sustainability Meanings Difficulties in Defining the Meaning of Sustainability Key Elements and Characteristics of Corporate Sustainability Implications for the Notion and Nature of Sustainability for HRM Defining Key Terms and Concepts on Strategic HRM The Notion and Nature of Human Resources The Notion and Nature of Strategy The Notion and Nature of Strategic HRM Conceptual Approaches Linking Sustainability and HRM Sustainable Work Systems Sustainable HRM Sustainable Resource Management Sustainability in Strategic HRM Main Contributions and Limitations of the Conceptual Approaches Rationalities Underlying the Reasoning for Sustainability in HRM Normative Understanding of Sustainability Efficiency- and Innovation-Oriented Understanding of Sustainability Substance-Oriented Understanding of Sustainability Juxtaposing Different Ways of Reasoning for Sustainability and HRM Links between Sustainability and Strategic HRM Fostering the Ability of HRM to Sustain the HR Base from Within Extending the Notion of Strategic Success Considering Short- and Long-Term Effects Working Definition for Sustainable HRM Critical Summary and Conclusions 75 Theorising on Strategic HRM from a Sustainability Approach Objectives and Structure of the Chapter A Short Historical Overview of HRM Historical Background on Management Research Influencing HRM HRM in Germany as an Example for Changing Concerns 83

4 3.3 Strategy- and Resource-Orientation in Strategic HRM From Personnel Management to Strategic HRM From External Factors k> Internal Human Resources From National Perspectives to Global HRM From Strategic to Sustainable HRM? Theoretical Perspectives in Strategic HRM Modes of Theorising in Strategic HRM, Strategy and Performance The Universalistic Approach ("Best Practices") The Contingency Approach ("Best Fit") The Configurational Approach ("Best Bundles") The Contextual Approach The Integrative Approach Challenges for Strategic HRM from a Sustainability Approach "Blind Spot" Concerning the Ability to Sustain the HR Base from Within "Blind Spot" Concerning the Understanding of Strategic Success "Blind Spot" Concerning the Temporal Dimension Key Paradoxes for Sustainable HRM Critical Summary and Conclusions, 118 Paradox Theory as a Lens of Theorising for Sustainable HRM Objectives and Structure of the Chapter Defining Key Terms and Concepts in Paradox Theory The Notion and Nature of Theory and Theorising The Notion and Nature of Paradox The Notion and Nature of Duality The Notion and Nature of Dilemma Comparison of Concepts and Conclusions Background on Paradox Theory Applications of Paradox Theory Applications of Duality Theory Applications of Dilemma Theory Elements of Paradox Theory Paradoxical Tensions Ambiguity and Ambivalence Reinforcing Cycles Coping Framework for Paradoxical Phenomena Logical Coping Strategies Psychological Coping Strategies Critical Summary and Conclusions 159

5 dv Contents 5 Conceptual Model for Sustainable HRM and a Paradox Framework Objectives and Structure of the Chapter Sustainable HRM Model Extending a Strategic HRM Model for Sustainable HRM Model Part 1: Extending the Notion of Strategic Success Mpdel Part 2: Basic Sustainability Strategies to Maintain the HR Base Illustration of the Model Paradox Framework as a Lens of Theorising on Sustainable HRM Developing a Paradox Framework for Sustainable HRM Illustration of the Framework Coping with Paradoxes in Sustainable HRM Exemplary Coping Strategies for Sustainable HRM Developing Sustainable Resourcing Relationships Critical Summary and Conclusions Method Objectives and Structure of the Chapter Choice of Material and Data Analysis Method Websites of European MNEs with an Expertise in Sustainability Qualitative Content Analysis as a Method for Data Analysis Qualitative Content Analysis of Corporate Websites Advantages and Limitations of Qualitative Content Analysis :' Overview on the Process of Qualitative Content Analysis Inductive Category Development and Deductive Category Application Evaluating Qualitative Content Analysis Findings on the Representation of the Sustainability- HRM Link on Corporate Websites Objectives and Structure of the Chapter Basic Data on the Sample and Context Composition of the Sample Websites as a Means of Stakeholder Communication Representations of the Definition, Understanding and Application of Sustainability 204

6 7.3.1 Concepts-in-Use and Customised Application of Sustainability Objectives of and Reasoning for Sustainability at the Corporate Level Representations of Reasoning for Linking Sustainability and HRM Social-Responsibility as a Reason for Linking Sustainability and HRM Strategic Potential as a Reason for Linking Sustainability and HRM Objectives, Drivers and HR Activities Linked to Sustainability and HRM Attracting Talent and Being Recognised as an "Employer of Choice" Retaining a Motivated and Healthy Workforce Investing in the Skills of the Current and Future Workforce Practice-Based Model for the Sustainability-HRM Link Representations of Paradoxical Phenomena and Coping Strategies Key Paradoxes Addressed on the Websites Representation of Coping Strategies on the Websites Critical Summary and Conclusions 234 Discussion and Conclusions Objectives and Structure of the Chapter Summarising Discussion of the Findings of the Study Conceptual and Analytical Contributions 240 / Exploratory Contributions Limitations of the Study and Open Research Questions Conceptual Limitations Methodological Limitations Avenues for Further Enquiry Implications for HRM Practice: Sustainability as a Deliberate Strategy 253 Bibliography 255 Appendix 281