Purpose

The paper aims to investigate the impact of socially-responsible human resource (SR-HR) practices on organizational sustainability performance (OSP) in Indian business organizations that are mandated to publish business sustainability and responsibility reporting.

Design/methodology/approach

Data were obtained from 620 working professionals employed in the organizations listed on National Stock Exchange in India. The proposed hypotheses were tested by deploying the statistical technique of multiple regression analysis using SPSS Version-21.

Findings

The results demonstrated that overall, SR-HR practices impact OSP. More precisely, all the dimensions of SR practices are positively associated with the organization’s financial performance, environmental performance and social performance (SP). There was a relatively higher significant impact of legal-oriented human resource management (HRM) on organizational economic and ecological performance. However, in the case of SP, a substantial effect of employee-oriented HRM was found.

Practical implications

Study findings encourage HR practitioners to invest in SR-HR practices to build and strengthen employees’ abilities and contributing to sustainability goals.

Originality/value

This study is one of the few studies conducted in the Indian context that highlights the relevance of the convergence of HRM, human resource development and corporate social responsibility to realize sustainability goals.

中文翻译：

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调查对社会负责的人力资源管理与组织可持续发展绩效之间的联系——人力资源开发的观点

目的

本文旨在调查具有社会责任感的人力资源 (SR-HR) 实践对印度商业组织中组织可持续性绩效 (OSP) 的影响，这些组织被授权发布商业可持续性和责任报告。

设计/方法/途径

数据来自在印度国家证券交易所上市的组织中雇用的 620 名工作专业人员。通过使用 SPSS Version-21 部署多元回归分析的统计技术来测试所提出的假设。

发现

结果表明，总体而言，SR-HR 实践会影响 OSP。更准确地说，SR实践的所有维度都与组织的财务绩效、环境绩效和社会绩效（SP）正相关。法律导向的人力资源管理（HRM）对组织经济和生态绩效的影响相对较高。然而，在 SP 的案例中，发现了以员工为导向的 HRM 的实质性影响。

实际影响

研究结果鼓励人力资源从业者投资于 SR-HR 实践，以培养和加强员工的能力并为可持续发展目标做出贡献。

原创性/价值

这项研究是为数不多的在印度进行的研究之一，这些研究强调了人力资源管理、人力资源开发和企业社会责任的融合与实现可持续发展目标的相关性。