Author, institution: Živilė Stankevičiūtė, Kaunas University of Technology
Science area, field: Social Sciences, Management – 03S
The Doctoral Dissertation is available at the library of Kaunas University of Technology (K. Donelaičio St. 20, Kaunas).
Scientific Supervisor: Prof. Dr. Asta SAVANEVIČIENĖ (Kaunas University of Technology, Social Sciences, Management, 03S).
Dissertation defence board of Management science field:
Prof. Dr. Regina VIRVILAITĖ (Kaunas University of Technology, Social Sciences, Management, 03S) – chairman;
Prof. Dr. Irena BAKANAUSKIENĖ (Vytautas Magnus University, SocialSciences, Management, 03S);
Prof. Dr. Ilona BUČIŪNIENĖ (ISM University of Management and Economics,Social Sciences, Management, 03S);
Prof. Dr. Rūta KAZLAUSKAITĖ (ISM University of Management andEconomics, Social Sciences, Management, 03S);
Prof. Dr. Violeta ŠILINGIENĖ (Kaunas University of Technology, SocialSciences, Management, 03S).
Annotation:
The aim of research – to disclosure the dimension of sustainability in organization’s HRM.
Scientific novelty and theoretical significance:
1. The dissertation validates the importance of the implication of the dimension of sustainability in HRM.
2. After conceptualization of the principles of sustainability, discussion of conceptual insights of dimension of sustainability in HRM and comparative analysis of the models of sustainable HRM, the principles of sustainable HRM are formulated and their complexity and content is revealed.
3. Duality of the impact of HRM on employees is revealed, identifying positive and negative impact and the objective to increase positive and minimize negative impact.
4. A conceptual model of sustainable HRM is prepared; it enables not only assessment of expression of principles of sustainability from the perspective of the organization and individual, but also identification of the impact of HRM on employees.
Practical significance of dissertation:
1. Theoretical and empirical validation of the importance of the implication of the dimension of sustainability in HRM enables practitioners to view HRM from an alternative perspective.
2. Formulated theoretical model of sustainable HRM allows practitioners to get a more comprehensive perception of the complexity of the construct of sustainable HRM, identifying principles which should be incorporated into HRM and foreseeing the outcome of the impact on employees.
3. A prepared empirically-based model of sustainable HRM provides practitioners with insights of the “best practices”.
4. Basically the analysis of sustainable HRM can be performed at other organizations or their networks using the prepared research instrument.
