Exploring the Influence of Organizational Sustainability on Employee Performance: The Mediating Role of HRM Sustainability

Abstract

The study explores the link between Human Resource Management (HRM) sustainability and employee performance within Higher Education Institutions (HEIs) in Pakistan. It investigates the mediation effect of HRM sustainability on various organizational factors including human resources, social factors, psychological factors, and employer branding. Additionally, it examines the moderating role of organizational culture on the relationship between these organizational factors and HRM sustainability. Drawing on theoretical frameworks such as social cognitive theory and prior literature on sustainability and HRM, this study posits and empirically tests thirteen hypotheses. The study was conducted using quantitative methodology and the data was collected from 458 faculty members across diverse regions of Pakistan using structured questionnaires, and analysis was conducted using IBM SPSS and measurement model and structural model were analyzed using AMOS software. The findings reveal significant positive relationships between human resource management and HRM sustainability, social factors and HRM sustainability, psychological factors and HRM sustainability, employer branding and HRM sustainability, and HRM sustainability and employee performance. Moreover, organizational culture was found to moderate these relationships. This study contributes to the existing literature by shedding light on the importance of HRM sustainability in promoting employee performance in the higher education sector. It provides valuable insights for HEIs in Pakistan to enhance their sustainable practices and organizational culture, ultimately fostering social responsibility and productivity. Despite some limitations, this research underscores the critical role of HRM sustainability in organizational effectiveness and sustainability, particularly in developing countries like Pakistan.