Author(s): Lina Hamdan Al-Abbadi
The study aimed at investigating the impact of sustainable HRM practices on employee job outcomes. Sustainable HRM practices represent a bundle of four HRM practices, which are socially responsible HRM practices, green HRM practices, triple bottom line HRM practices, and common good HRM practices. Employee job outcomes were conceptualized as a whole construct comprised employee performance, employee green behavior, and employee engagement. Data were collected from a sample consists of managers and employees of human resource management departments and data analysis was carried out at the department level. The results accepted the hypotheses that triple bottom line HRM practices and common good HRM practices showed significant effects on employee job outcomes. The triple HRM practices had the highest impact on employee job outcome followed by common good HRM practices. No significant effects of green HRM practices and socially responsible HRM practices on employee job outcomes were detected in the current study. The total effect of sustainable HRM practices on employee job outcomes is significant and positive. Consequently, organizations are required to consider the common good HRM practices such as employee fair compensation and evaluation as well as certify employee job security, which in turn assist employee to achieve the objectives of the triple bottom line HRM practices.