Based on a sustainability perspective we offer a research framework that allows discussion of the relationship between positive and negative effects of flexible HRM. Sustainability, as an umbrella concept, aims to integrate three perspectives: economy, ecology and society. The relationships...

In this editorial the previous and current state of studies in the subject of sustainability are considered and the role of HRM examined. Particular attention is drawn to the range of definitions of 'sustainability' and to prior approaches to Sustainable HRM. The difficulties of studying the...

This conceptual article examines how Sustainable Human Resource Management (Sustainable HRM) can help establishing an attractive employer brand that can address the different needs and expectations of potential and existing employees, without compromising a consistent employer image, which can...

Corporate Social Responsibility (CSR) has become a central issue of business management in recent years. This study aims to add to the literature by pointing out the relevance of CSR for a Sustainable Human Resource Management (HRM). In particular this research investigates job seekers'...

Many studies have focused on the influence of human capital and other objective factors on career achievement. In our study, we go a step further by also looking at the impact of self-reported personality traits on differences in career chances. For the first time - to our knowledge - we compare...

The article gives an overview about scientific research on individual behavior in organizations. A number of reasons are discussed why it is difficult to obtain a coherent body of knowledge about this topic, some of them meta-theoretical and methodological, others political, organizational and...

This paper focuses on the effects of a family supportive work environment on employees' attitudes and behaviors. We therefore differentiate between employees with childcare responsibilities and those without. As the implementation of family supportive services is financially costly, it is...

The article argues that empirical research on Human Resource Management creates a one-sided, distorted image of the reality of work and thus generates ideology. Such an ideology legitimises HR practices and favours the interests of entrepreneurs and managers. This assertion is illustrated and...

Personnel economics is a rather young academic (sub-)discipline that applies (micro) economic methodology and insights to the personnel function of companies. It is scientifically fertile and complementary to other disciplinary approaches to personnel issues. Instead of that, an approach without...

Employer behavior ('Arbeitgeberverhalten') plays an essential role when it comes to understanding Human Resource Management (HRM). However, rather few studies actually seem to take the concrete behavior of organizations as employers into account. Instead, German textbooks and journals are...