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The purpose of this paper is to propose a conceptual model of harm indicators of negative externality (NE) of organizational practices, to help practitioners and researchers identify the harmful aspects associated with the unsustainable internal efficiency focused organizational practices to achieve a sustainable society.

Initially, the harm indicators of NE of organizational practices are theoretically explored. Subsequently, the direct costs associated with the harm indicators of NE of work intensification, one of the strategic organizational practices, on employees and the community are examined using published information.

There are clear indications of direct costs for handling the psychological and social aspects of harm of organizational practices on employees, and the employee work‐related health treatment costs to the community.

The published research used in estimating the direct costs of harm indicators on employees and the community in this paper are not originally designed to examine the NE of organizational practices. Therefore, future studies need to explore the costs of harm indicators of NE of organizational practices on society.

An understanding of the costs of harm indicators of NE of organizational practices on society can help organizations to be proactive to introduce sustainable human resource management strategies, so as to minimize the harmful aspects of NE before it starts curbing employees making positive contributions to their families and the community.

The model of harm indicators of NE provides a new insight – that over‐utilization of human resources for an organization's internal efficiency purpose – has unsustainable impact on society.

The purpose of this paper is to examine the impact of employment systems on productivity performance in Japanese companies from the perspective of data envelopment analysis (DEA) and sustainable human resource management (HRM).

In all, three employment models including employment indicators in addition to financial indicators are examined between 2006 and 2012 with 2,738 listed Japanese companies. This study verifies robustness of the results by testing multiple DEA measurements and conducting industrial analysis.

The results indicate employment systems influence productivity performance in Japanese companies and the characteristics of Japanese employment systems harm productivity performance. In particular, higher liquidity of human resource is essential contrary to the philosophy of long-term employment. Furthermore, new initiatives such as promotion opportunities for women have not been successful up to now.

This study investigates limited aspects of HRM practices and employment systems in Japanese companies due to data availability. This study is designed to investigate mainly organizational outcome considering sustainability. More research is needed to identify comprehensive influence from Japanese employment system not only on corporate performance but also reduction of harm on a variety of stakeholders such as employee, community and government.

These findings suggest that it is necessary for executives in Japanese companies to pay attention to their HRM practices under Japanese employment system, in particular, entry and exit of human resource and support systems for female employees.

There are few studies that investigate the relationship between employment system and productivity performance in Japanese companies. This research provides empirical evidence for potential influence of the Japanese employment system.

The purpose of this paper is to investigate the leadership and management practices that positively affect stakeholder satisfaction, an under-studied area important for both academic researchers and leaders. Relationships between 23 leadership and management practices and overall stakeholder satisfaction (OSS) were examined.

Avery and Bergsteiner ' s (2010, 2011a) sustainable leadership (SL) model provided the theoretical framework for a cross-sectional survey research design used to gather empirical data from 439 managers of small- and medium-sized enterprises (SMEs) in Thailand.

Results show all SL practices except financial market orientation were significantly related to OSS, and the more an organisation adopts significant SL practices, the higher the OSS is likely to be. The particular SL practices that positively predicted enhanced OSS were amicable labour relations, staff retention, strong and shared vision, strategic and systemic innovation, and high staff engagement and quality.

Future research should further examine relationships between SL practices and a range of organisational performance outcomes in different contexts, as well as the relationship between SL practices and sustainable human resource management (SHRM), and between SHRM and stakeholder satisfaction.

The findings provide guidance on which SL practices to adopt for managers of SMEs in Thailand and possibly in other countries, who wish to improve their stakeholder satisfaction and sustain their business success.

Policy makers may gain insights into practices that drive performance in SMEs, a strong force in many economies.

This study extends current knowledge of leadership and management practices that positively predict enhanced stakeholder satisfaction, an area in which empirical evidence has to date been largely lacking.

The purpose of this paper is to provide a concise introduction of sustainability in human resource management (HRM) from the western perspective. With a review of Confucian thinking, it argues that the application of sustainability in HRM is more effective and efficient under the influence of Confucian values. Therefore, Chinese companies are likely ready to embrace the concept of sustainability and implement sustainable people management practices.

The paper is mainly theoretical in perspective. It also draws on semi-structured interview data derived from a study conducted in companies that operated in two cities in China: Guangzhou and Beijing to support the discussion of synergies between Confucian values and the western concept of sustainability in HRM.

In the interviews, it was evident that the interviewees were adhered to Confucian values, although they did not make the connection explicit. The interview data also showed how Confucian values (e.g. Ren, Yi, Li) affect Chinese management of human resources.

The number of interviewees involved was not sufficient to allow a conclusive comparison between groups. Further research is needed to develop comparisons.

The paper suggests a favourable application of Confucian values in sustainable people management practices.

The interview data provide insight into how Confucian values lend support to sustainability in HRM.

Sustainable human resource (HR) strategies could help companies manage their human resources HRs to achieve “net optimality” of companies' objectives as well as a stable community. Using a theoretical model, an attempt is made to explain the “externality” of retrenchment and highlight the need for sustainable HR strategies to achieve the “unitary economics” of human life. Further, the sustainable benefit of HR conservation and HR recuperation in understanding the HR asset, and how this can be used in reducing the externality effect of retrenchment and downsizing strategies on the social and emotional web of the community is discussed.

The purpose of this paper is to explore the extent to which perceived financial preparedness, social retirement anxieties, and level of income influence mature aged workers' preferences to enter different retirement employment options within the contingent and the flexible work arrangements (FWA) types of bridge employment.

Data for this study was collected in 2008 using a questionnaire with 31 items. A total of 144 mature aged workers from multiple firms, aged 50 years and over, working full‐time, in the construction industry participated in the study. The collected data was analysed using correlation and regression analyses.

The results indicate that the study variables have positive and negative influences on pre‐retirees' preference for the retirement employment options within the contingent and the FWA bridge employment. It was also found that while income failed to moderate, social retirement anxieties did significantly moderate the relationship between perceived financial preparedness and the different employment options within the contingent bridge employment.

This study clearly provides practitioners and career counsellors a new insight that the work and non‐work predictors for the retirement employment options within each of the contingent and the FWA bridge employments vary between factors of perceived financial preparedness, social retirement anxieties and level of income.

In contradiction to the existing literature that “comfortable” social retirement adjustment as a determinant for bridge employment, this study's findings revealed that if pre‐retirees perceive that they are not adequately financially prepared for retirement, they would opt for bridge employment irrespective of levels of social retirement anxieties.

This study aims to delineate the fast-growing path of human resource management (HRM) research with a sustainable orientation and resolve confusion over the differences and interdependences of the various approaches that have emerged: green human resource management (GHRM), sustainable human resource management (Sustainable HRM), and socially responsible human resource management (SR-HRM).

In this study, bibliometrics and science mapping were used to analyze the field's conceptual structure based on 587 related documents extracted from the ISI Web of Science database. Co-word analysis with SciMAT software enabled the authors to map the main themes studied and identify evolution, importance, and relevance.

SR-HRM is the least developed of the three approaches analyzed and has been overlooked by the journals that publish the most work in the field of HR. The authors identify a lack of sustainability-related HRM studies on higher education and an ongoing need both to explore the role of culture in GHRM implementation and to explain further the potential non-green behavioral outcomes that can result from GHRM's use.

This study demonstrates how human resource factors are key to managing challenges such as aging workforce, unstable employment relationships, implementation of green supply chain management, and Industry 4.0.

This study explores in detail the interrelations among various emerging sustainable human resource approaches and subtopics derived from the interrelations to reveal hotspots, dilemmas, paradoxes, and research gaps.

Identifying and analyzing aspects related to sustainable human resources (HRs) in an emerging, Iberoamerican location (Monterrey, Mexico). Documenting employee experiences regarding sustainable practices of HR in their companies to understand the enacted meaning of sustainable HR management (HRM). This study aims to seek answers to understand the ways environmental sustainability is present in HR subprocesses and the ways companies regard HRs from a sustainability perspective.

This exploratory research has a qualitative approach. The authors collected and summarized semi-structured interviews with 31 key informants that work fully or partially in HRs in a large, industrialized city in an Iberoamerican, emerging economy (Monterrey, Mexico).

The main findings based on responses from HR professionals are as follows: HR activities may contribute to the sustainability of the business and its physical environment; HR can create a culture of care for the resources, but training and development activities are not currently used optimally; and in addition to the economic sustainability of the employers, social and environmental sustainability are also within HR’s influence sphere.

This study contributes to the emerging literature on sustainability in HRM, due the dearth of information related to “green” or environmental practices in HRM. This study reports specifically on the ways this perspective adds value within Mexican enterprises, but the authors are confident that these findings also generalize across industries, enterprises and regions.

Identificar y analizar aspectos relacionados con la sustentabilidad de los recursos humanos de empresas en una localidad iberoamericana emergente (Monterrey, México). Documentar las experiencias de los trabajadores respecto a las prácticas sustentables de recursos humanos en sus empresas para comprender el significado de la administración de Recursos Humanos (RR.HH.) sustentable en la práctica. Hemos buscado respuestas respecto a las maneras en que la sostenibilidad ambiental está presente en los subprocesos de RR.HH. y las maneras en que las organizaciones utilizan una perspectiva de sostenibilidad en la gestión de recursos humanos.

Esta investigación exploratoria tiene un enfoque cualitativo. Recolectamos y resumimos treinta y un entrevistas semiestructuradas con informantes clave que trabajan total o parcialmente en en una ciudad grande e industrializada perteneciente a una economía iberoamericana emergente (Monterrey, México).

Nuestros principales hallazgos basados en las respuestas de los profesionales de RR.HH. son: a) las actividades de RR.HH. pueden contribuir a la sostenibilidad del negocio y su medio ambiente físico, b) RR.HH. puede crear una cultura de cuidado de los recursos, pero las actividades de formación, entrenamiento y desarrollo no se utilizan actualmente de forma óptima, y c) Además de la sostenibilidad económica de las organizaciones, la sostenibilidad social y medioambiental también están dentro de la esfera de influencia de RR.HH.

Este estudio contribuye a la literatura emergente sobre sostenibilidad en la gestión de recursos humanos, debido a la falta de información relacionada con las prácticas “verdes” o ambientales de RR.HH. En este documento reportamos específicamente sobre las formas en que esta consideración de valor en RR.HH sostenible dentro de las empresas mexicanas, sin embargo, está claro que estos hallazgos tienen una importancia más amplia en todas las empresas y regiones.

Identificar e analisar aspectos relacionados à sustentabilidade dos recursos humanos em empresas de uma localidade ibero-americana emergente (Monterrey, México). Observar as experiências dos trabalhadores de práticas sustentáveis de RH em suas empresas para entender o que significa na prática a gestão sustentável de RH. Buscamos respostas sobre as formas como a sustentabilidade ambiental está presente nos subprocessos de RH e as formas como as organizações utilizam a perspectiva da sustentabilidade na gestão de recursos humanos.

Esta pesquisa exploratória tem abordagem qualitativa. Coletamos e resumimos trinta e uma entrevistas semiestruturadas com informantes-chave que trabalham total ou parcialmente em uma grande cidade industrializada pertencente a uma economia emergente ibero-americana (Monterrey, México).

Nossos principais achados com base nas respostas dos profissionais de RH são: a) as atividades de RH podem contribuir para a sustentabilidade do negócio e seu ambiente físico, b) o RH pode criar uma cultura de cuidado com os recursos, mas as atividades de educação, treinamento e desenvolvimento atualmente não são utilizadas de forma otimizada, e c) Além da sustentabilidade econômica das organizações, a sustentabilidade social e ambiental também estão dentro da esfera de influência do RH.

Este estudo contribui a literatura emergente sobre sustentabilidade na gestão de recursos humanos, devido à falta de informação relacionada às práticas “verdes” ou ambientais de RH. Neste estudo reportamos especificamente sobre o valor dos RH nas empresas mexicanas, no entanto, fica claro que essas descobertas podem ser generalizadas a outras indústrias, empresas e regiões.