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“Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19

Author

Listed:
  • Amelia Manuti

    (Department of Education, Psychology, Communication, University of Bari, Palazzo Chiaia Napolitano Via Crisanzio 42, 70121 Bari, Italy)

  • Maria Luisa Giancaspro

    (Department of Education, Psychology, Communication, University of Bari, Palazzo Chiaia Napolitano Via Crisanzio 42, 70121 Bari, Italy)

  • Monica Molino

    (Psychology Department, University of Turin, Via Verdi 10, 10124 Turin, Italy)

  • Emanuela Ingusci

    (History, Society and Human Studies Department, University of Salento, Via di Valesio 24, 73100 Lecce, Italy)

  • Vincenzo Russo

    (Department of Business, Law, Economics and Consumer Behaviour “Carlo A. Ricciardi”, IULM University, Via Carlo Bo 1, 20143 Milan, Italy)

  • Fulvio Signore

    (History, Society and Human Studies Department, University of Salento, Via di Valesio 24, 73100 Lecce, Italy)

  • Margherita Zito

    (Department of Business, Law, Economics and Consumer Behaviour “Carlo A. Ricciardi”, IULM University, Via Carlo Bo 1, 20143 Milan, Italy)

  • Claudio Giovanni Cortese

    (Psychology Department, University of Turin, Via Verdi 10, 10124 Turin, Italy)

Abstract

Sustainable human resource management practices represent one of the main organizational strategy to survive and to prosper within the fast-moving current scenario. According to this view, sustainability is strictly linked to the consideration of the unique and distinctive value that each human resource means for organizations. The recent COVID19 pandemic is having a serious impact on organizations and on their employees, it is profoundly changing the working modalities, mainly introducing smart working practices that were showed to have significant consequences on workers’ wellbeing. This study aims to investigate employees’ perception of sustainable HRM in the frame of the COVID19 emergency, exploring if and to what extent perceptions of involvement and organizational support together with individual coping strategies associated with organizational change could influence positive organizational behaviors, namely organizational engagement and extra-role behavior. The research involved 549 participants who completed a self-report online questionnaire encompassing psycho-social measures of the abovementioned variables. Results confirmed the important role played by sustainable HRM practices both for the capitalization of human resources and of organizational performance in a time of great uncertainty and global crisis. Implications for theory and HRM practice development were also discussed.

Suggested Citation

  • Amelia Manuti & Maria Luisa Giancaspro & Monica Molino & Emanuela Ingusci & Vincenzo Russo & Fulvio Signore & Margherita Zito & Claudio Giovanni Cortese, 2020. "“Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19," Sustainability, MDPI, vol. 12(23), pages 1-17, December.
    • Handle: RePEc:gam:jsusta:v:12:y:2020:i:23:p:10216-:d:458195
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    References listed on IDEAS

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    2. Malek Bakheet Elayan, 2023. "Green HRM and Organizational Sustainability: The Mediating Effect of Employees’ Attitudes during COVID-19 in the Jordanian Commercial Banking Sector," International Journal of Business and Management, Canadian Center of Science and Education, vol. 17(6), pages 1-43, February.
    3. Chiara Costa & Michele Teodoro & Carmela Mento & Federica Giambò & Carmen Vitello & Sebastiano Italia & Concettina Fenga, 2022. "Work Performance, Mood and Sleep Alterations in Home Office Workers during the COVID-19 Pandemic," IJERPH, MDPI, vol. 19(4), pages 1-12, February.
    4. Ayman Alshaabani & Farheen Naz & Róbert Magda & Ildikó Rudnák, 2021. "Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators," Sustainability, MDPI, vol. 13(14), pages 1-21, July.
    5. Clara De Vincenzi & Martina Pansini & Bruna Ferrara & Ilaria Buonomo & Paula Benevene, 2022. "Consequences of COVID-19 on Employees in Remote Working: Challenges, Risks and Opportunities An Evidence-Based Literature Review," IJERPH, MDPI, vol. 19(18), pages 1-18, September.
    6. Margherita Zito & Emanuela Ingusci & Claudio G. Cortese & Maria Luisa Giancaspro & Amelia Manuti & Monica Molino & Fulvio Signore & Vincenzo Russo, 2021. "Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic," IJERPH, MDPI, vol. 18(8), pages 1-20, April.
    7. Sergio Manuel Madero-Gómez & Yanira Lizeth Rubio Leal & Miguel Olivas-Luján & Mohd Yusoff Yusliza, 2023. "Companies Could Benefit When They Focus on Employee Wellbeing and the Environment: A Systematic Review of Sustainable Human Resource Management," Sustainability, MDPI, vol. 15(6), pages 1-12, March.

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