Sustainable human resource management practices and the impacts on organizational commitment
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Abstract
This paper aims to identify the impact of sustainable human resource management (SHRM) practices on organizational commitment (OC). The study used a sample of 290 employees linked to six companies classified in the Bovespa Sustainability Index. The research hypotheses were tested based on a structural model, using the structural equation modeling (SEM) technique. The results show that SHRM practices are represented by three dimensions: attraction and retention of professionals, maintaining healthy and motivated professionals, and developing the skills of professionals. These practices have a significant and positive impact on affective commitment (AC) and normative commitment (NC). Besides, the AC stands out as a partial mediator of the relationship between SHRM practices and NC.
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