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Measuring Sustainable Human Resource Management under the new economic era

机译：在新的经济时代衡量可持续人力资源管理

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摘要

The main feature of the new economic era is the use of network technology, information technology and other economic material means, under the guidance of the age of knowledge, the scientific and technological force as an important productivity of social and economic development. At present, China has entered an era of rapid economic development, and all sectors of society pay more and more attention to human resource management, which provides support for the sustainable development of enterprises. Sustainable human resource management (Sustainable HRM) refers to ideas and practices of human resource management that can bring long-term competitive advantages to organizations, by enabling them to achieve sustainable economic, social, and environmental development. This paper aims to explore the dimension of Sustainable HRM and develop the measure scale and test the construct validation. Based on the United Nations 2030 Sustainable Development Goals (SDGs), the researchers conducted qualitative interviews and also used open questionnaires with 103 corporate managers and employees to obtain their insights on the significance, structure, and ingredients of sustainable HRM under the background of emerging economies. Previous research in the field along with the interview and questionnaire responses were coded and analyzed in order to prepare a preliminary, 25-item scale for measuring sustainable methods of HRM. This initial scale was tested in a study involving 243 participants, and exploratory factor analysis was used to assess the results. The findings shows that sustainable HRM has two dimensions, named sustainable HRM ideas and practice. An adjusted scale was created for measuring two dimensions of sustainable HRM: namely, the ideas (7 items) and practices (5 items) of sustainable HRM. This study finds that sustainable HRM has two dimensions: principles or ideas of sustainable HRM and practice of sustainable HRM. The scale is intended to provide a reference point for attempts to expand sustainable HRM, by clarifying directions for research on and development of sustainable HRM. The two-dimensional scale of sustainable HRM developed in this study can prompt companies to pay equal attention to “knowledge” and “action”, and to implement the concept of sustainable HRM into HRM policies. Along both dimensions, the reliability and validity of the adjusted scale have reached a good level, and confirmatory factor analysis supports the structural validity of the scale.
机译：新经济时代的主要特征是利用网络技术，信息技术和其他经济物质手段，知识，科学和技术力为社会和经济发展的重要生产力的时代的指导下进行。目前，中国已进入经济快速发展的时代，社会付出的所有部门越来越重视人力资源管理，这为企业的可持续发展提供支持。可持续的人力资源管理（HRM可持续发展）是指能带来长期竞争优势的组织，使他们能够实现可持续的经济，社会，环境协调发展的思路和人力资源管理的实践。本文旨在探讨可持续人力资源管理的维度和发展措施的规模和测试结构验证。根据联合国2030年可持续发展目标（SDGs），研究人员进行定性访谈，并采用开放式问卷调查与103名公司的管理者和员工获得新兴经济体的背景下，他们的意义，结构的见解，可持续人力资源管理的成分。在该领域此前的研究与访谈和问卷调查获得的响应进行编码，并且为了得到预备，25项量表衡量人力资源管理的可持续的方法进行分析。该初始规模是在涉及243名参与者研究中测试，并且使用探索性因子分析来评估结果。研究结果表明，可持续的人力资源管理有两个维度，命名为可持续的人力资源管理理念和实践。调整后的规模是衡量可持续发展的人力资源管理的两个维度创建：即思想（7项）和可持续的人力资源管理实践（5项）。这项研究发现，持续的人力资源管理有两个维度：原则或可持续的人力资源管理和人力资源管理的可持续实践的想法。规模的目的是提供一个参考点，试图扩大可持续的人力资源管理，通过明确的研究和可持续人力资源管理的发展方向。在这项研究中开发的可持续发展的人力资源管理的二维尺度可以提示企业并重“知识”和“行动”，并实现可持续的人力资源管理的理念融入到人力资源管理政策。沿两个维度，调整后的量表的信度和效度都达到了不错的水平，和验证性因素分析支持规模的结构有效性。

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