Sustainable human resource strategy: The sustainable and unsustainable dilemmas of retrenchment
By Sugumar Mariappanadar. 2003
166 citations recorded by the source corpus.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/1c089f7794eff03ea9d31166748e8ad8252ac8a5
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In General Health Professions
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Designing Sustainable HRM: The Core Characteristics of Emerging Field (2018, methodology): “By linking sustainability and HRM more systematically and conceptualizing sustainable HRM, works by Ehnert [19,63], Mariappanadar [64–66], Kramar [22], De Prins et al. [12], Guerci, Shani, and Solari [67] can be mentioned.”
- Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm (2020, background): “In studies by Mariappanadar (2003) and by Wagner (2013), sustainable HRM practices are identified as HR systems or bundles that enhance profit maximization for the organization, while also ‘reducing harm’ on employees.”
- The relevance of corporate social responsibility for a sustainable human resource management: An analysis of organizational attractiveness as a determinant in employees' selection of a (potential) employer (2012, background): “…linking sustainability and HRM has discussed sustainability as a possible perspective to broaden the understanding of strategic success in HRM (e.g. Mariappanadar, 2003; Boudreau & Ramstad, 2005; Schuler & Jackson, 2005) and to raise awareness for short and long-term side effects from HRM…”