Innovation Management in Defensive Organizations

Innovation Management in Defensive Organizations

Designing a Sustainable Human Resources Management Model in the Iranian Banking Industry

Document Type : Original Article

Authors
Mehrdad Stiri 1
Jalil Heidaridahoee 2
Abbas Nargesyan 3
Behrouz Sharifimoghadam 4
1 Associate Prof., Department of Marketing and Market Development, School of Business Administration, School of Management, University of Tehran, Tehran, Iran
2 Associate Prof., Department of Management, Operations and Decision Sciences, School of Management, University of Tehran, Tehran, Iran
3 Associate Prof., Department of Leadership and Human Capital, School of Public Administration and Organizational Sciences, School of Management, University of Tehran, Tehran, Iran
4 PhD Student in Public Administration, Kish International Campus, University of Tehran, Kish, Iran
10.22034/qjimdo.2025.499165.1732
Abstract
Background & Purpose: Sustainability as a strategic approach provides the possibility of providing innovative solutions to ensure the long-term survival of organizations and economic systems, in a way that also preserves the health of society and the well-being of people. In the meantime, human resource management plays a pivotal role in achieving organizational sustainability goals. This study aims to provide a conceptual framework and identify key categories, and to design a sustainable human resource management model in the Iranian banking industry, especially private banks.
Methodology: In this research, first by drawing a map of modern literature, an attempt has been made to identify the main categories that underlie the theoretical framework in sustainable human resource management by carefully examining various factors and from various angles. The research method of this research is mixed and has been adapted based on the Onion Sanders approach. The research was conducted in three phases and finally led to the presentation of the relevant model.
Findings: The findings show that several conceptual models have been presented for sustainable human resource management, but due to the nascent nature of this approach, specialized and applied models have not yet been developed for different industries. This gap has led to the prescription of models for different industries often without considering the substantive and structural differences of these industries. By identifying this gap between conceptual models and applied models, the present study categorizes and presents a comprehensive framework and model for sustainable human resource management in the Iranian banking industry.
Conclusion: Sustainable human resource management, by utilizing human resource processes and subsystems and applying the knowledge and experience of experts in this field, can pave the way for achieving sustainability in organizations, especially in the current conditions of the banking industry, and play an effective role in meeting the needs of all stakeholders. The categories identified in this research, which include developable components and measurable indicators, play a key role in individual, team, and organizational growth and will ultimately lead to the realization of positive results and increased profitability in the banking industry.
Keywords
Sustainable Human Resource Management
Sustainability
Sustainable Management
Banking Industry.

Subjects

Cohen, E., Taylor, S., & Muller-Camen, M. (2012). HRM's role in corporate social and environmental sustainability. Alexandria, VA: SHRM Foundation.
De Prins, P. (2014). Duurzaam HRM: Synthese en onderzoeksagenda. Antwerpen: Garant.
De Prins, P., Van Beirendonck, L., De Vos, A., & Segers, J. (2014). Sustainable HRM: Bridging theory and practice through the ‘Respect Openness Continuity (ROC)’ model. Management Revue, 25(4), 263–284. https://doi.org/10.5771/0935-9915-2014-4-263
Ehnert, I. (2009). Sustainable human resource management: A conceptual and exploratory analysis from a paradox perspective. Heidelberg: Physica-Verlag.
Ehnert, I., Harry, W., & Zink, K. J. (Eds.). (2014). Sustainability and human resource management: Developing sustainable business organizations. Springer. https://doi.org/10.1007/978-3-642-37524-8
Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2015). Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world’s largest companies. The International Journal of Human Resource Management, 26(7), 1013–1026. https://doi.org/10.1080/09585192.2014.922599
Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2016). Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world's largest companies. The International Journal of Human Resource Management, 27(1), 88-108.
Freitas, W. R. S., Jabbour, C. J. C., & Santos, F. C. A. (2011). Continuing the evolution: towards sustainable HRM and sustainable organizations. Business Strategy Series, 12(5), 226-234.
Genari, D., & Macke, J. (2022). Sustainable human resource management practices and the impacts on organizational commitment. Revista de Administração de Empresas (RAE), 62(5), e2021-0489. https://doi.org/10.1590/S0034-759020220505x
Gollan, P. J. (2000). Human resources, capabilities and sustainability. In Human resource management on the Pacific Rim (pp. 18-38). Berlin: De Gruyter.
Hameed, L. A., & Al-Rubaie, S. H. (2020). The impact of sustainable human resource management on the competitiveness of private commercial banks. Journal of Economics and Administrative Sciences, 26(121), 1–22. https://doi.org/10.33095/jeas.v26i121.1981
Heronova, S., & Spachek, M. (2021). Sustainable human resource management reporting: Towards an analytical framework based on the GRI standards. Journal of Cleaner Production, 311, 127587. https://doi.org/10.1016/j.jclepro.2021.127587
Järlström, M., Saru, E., & Vanhala, S. (2016). Sustainable human resource management with salience of stakeholders: A top management perspective. Journal of Business Ethics, 152(3), 703-724.
Kramar, R. (2014). Beyond strategic human resource management: Is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), 1069–1089.
Kramer, M. (2014). Sustainable human resource management: A conceptual and exploratory analysis from a paradox perspective (Vol. 14). Springer Science & Business Media.
Kubilayhan Goc, Fatma Kusku, SUSTAINABLE HUMAN RESOURCES MANAGEMENT FROM THE LANGUAGE OF REPORTS, Research Journal of Business and Management (RJBM), V.7(2), p.95-115.
Kumar, A., Bhaskar, P., Nadeem, S. P., Tyagi, M., & Garza-Reyes, J. A. (2020). Sustainability adoption through sustainable human resource management: A systematic literature review and conceptual framework. International Journal of Mathematical, Engineering and Management Sciences, 5(6), 1014–1031. https://doi.org/10.33889/IJMEMS.2020.5.6.077
Latif, K. A., Mahmood, N. H. N., & Ali, N. R. M. (2020). Sustainable human resource management practices in the digital banking era: A case study. International Journal of Bank Marketing, 38(7), 1581–1600. https://doi.org/10.1108/IJBM-03-2020-0123
Lestari, S. D., Leon, F. M., Widyastuti, S., Brabo, N. A., & Putra, A. H. P. K. (2021). Antecedents and consequences of innovation and business strategy on performance and competitive advantage of SMEs. The Journal of Asian Finance, Economics and Business, 8(6), 711-721.
Machini, N. (2017). Towards sustainable human resource management: A framework from the Brazilian banking industry analysis. Revista de Administração Mackenzie, 18(6), 40–67. https://doi.org/10.1590/1678-69712017/administracao.v18n6p40-67
Macke, J., & Genari, D. (2019). Systematic literature review on sustainable human resource management. Journal of Cleaner Production, 208, 806–815. https://doi.org/10.1016/j.jclepro.2018.10.091
Maria Jarlstrom, Essi Saru, Sinikka Vanhala, Sustainable Human Resource Management with Salience of Stakeholders: A Top Management Perspective, J Bus Ethics DOI 10.1007/s10551-016-3310-8
Mariappanadar, S. (2003). Sustainable human resource strategy: The sustainable and unsustainable dilemmas of retrenchment. International Journal of Social Economics, 30(8), 906-923.
Mazur, B. (2014). A holistic model of sustainable human resource management. *Procedia-Social and Behavioral Sciences, 116*, 2815–2819. https://doi.org/10.1016/j.sbspro.2014.01.666
Mruthyunjaya, V. N., & Geetha, S. N. (2020). A systematic review on green human resource management: Implications for social sustainability. Journal of Cleaner Production, 247, Article 119131. https://doi.org/10.1016/j.jclepro.2019.119131
Nayele Macini, Marlon Fernandes Rodrigues Alves, Adriana Cristina Ferreira Caldana,  Lara Liboni, TOWARDS A SUSTAINABLE HUMAN RESOURCES MANAGEMENT: A FRAMEWORK BASED ON THE BRAZILIAN BANKING INDUSTRY ANALYSIS, Instituto Tecnológico de Aeronáutica – SP 26 e 27.10.2017
Nermin, A., & Tariq, A. (2020). Sustainable human resource management: A review and conceptual framework. Pakistan Journal of Humanities and Social Sciences, 8(2), 167-181.
Nour Chams, Josep García-Blandón, On the importance of sustainable human resource anagement for theadoption of sustainable development goals, Resources, Conservation & Recycling 141 (2019) 109–122, journal homepage: www.elsevier.com/locate/resconrec
Porter, Michael E., & Kramer, Mark R. (2011). Creating shared value. Harvard Business Review, 89(1–2), 62–77.
Researcher. (2023). Comprehensive analysis of sustainable HRM practices and organizational outcomes. Unpublished manuscript.
Sen, D. (2020). A conceptual model of sustainable human resource management: Dimensions and consequences. International Journal of Organizational Analysis, 28(5), 1055–1074. https://doi.org/10.1108/IJOA-07-2019-1827
Shaha Faisal, Review Twenty-Years Journey of Sustainable Human Resource Management Research: A Bibliometric Analysis, © 2023 by the author, Licensee MDPI, Basel, Switzerland, This article is an open access article distributed under the terms and conditions of the Creative Commons , Attribution (CC BY) license (https:// creativecommons.org/licenses/by/4.0/), Published: 25 May 2023
Shams, N., & Garcia-Blandon, J. (2019). An integrated sustainable human resource management model: A systematic literature review. Sustainability, 11(13), 3593. https://doi.org/10.3390/su11133593
Sugumar Mariappanadar, Chapter 8 The Model of Negative Externality for Sustainable HRM, https://www.researchgate.net/publication/289014064
Sypniewska, B., Baran, M., & Kłos, M. (2023). Work engagement and employee satisfaction in the practice of sustainable human resource management – Based on the study of Polish employees. International Entrepreneurship and Management Journal, 19, 1069–1100. https://doi.org/10.1007/s11365-023-00834-9
Tabatabaei, S. A., Ardakani, H. D., & Dehghani, M. (2017). Designing a sustainable human resource management model using balanced scorecard approach. International Journal of Productivity and Performance Management, 66(7), 936–964. https://doi.org/10.1108/IJPPM-08-2016-0160
Thom, N., & Zaugg, R. J. (2004). Nachhaltiges und innovatives Personalmanagement. In Nachhaltiges Innovationsmanagement (pp. 377-400). Wiesbaden: Gabler.
Wagner, M. (2013). ‘Green’ human resource benefits: do they matter as determinants of environmental management system implementation? Journal of Business Ethics, 114(3), 443-456.
Westerman, J. W., Rao, M. B., Vanka, S., & Gupta, M. (2020). Sustainable human resource management and the triple bottom line: Multi-stakeholder strategies, concepts, and engagement. Human Resource Management Review, 30(3), 100742. https://doi.org/10.1016/j.hrmr.2020.100742
Zaugg, R. J., Blum, A., & Thom, N. (2001). Nachhaltiges Personalmanagement: Spitzengruppenbefragung in europäischen Unternehmungen und Institutionen. Bern: Arbeitsbericht des Instituts für Organisation und Personal der Universität Bern.