Abstract
In response to the changes in economies and technology in recent decades, research in organizational theories have been focused toward innovative and entrepreneurial organizations. A research issue in this evolving research endeavor is adaptation of human resource management and the establishment of a sustainable human resource management. This paper investigates the main characteristics of a sustainable HRM in innovative organizations. The aim is to identify sustainable HRM as a key toward competing in turbulent markets. The problem statement is to find the relationship between psychological capital, HR flexibility and sustainable HRM in innovative organizations. Three main variables of HR flexibility, HR sustainability and psychological capital form the theoretical model of this study; and four hypotheses are developed based on this model. Findings do not reject any of four hypotheses, so it is concluded that psychological capital and HR flexibility has positive and meaningful effect on sustainable HRM; and in addition, psychological capital has positive and meaningful effect on sustainable HRM. Moreover, flexibility has moderate role in relationship between psychological capital and sustainable HRM
Highlights
The concept of sustainability has evolved over the past three decades (Kramar, 2014) and has been an essential theme for business (Le Roux and Pretorius, 2016)
Innovation is a fundamental factor in the creation of new ventures (Khajeheian, 2013) and it allows existing companies to survive in competitive markets (Khajeheian, 2016; Khajeheian and Tadayoni, 2016)
Considering the abovementioned findings, this research investigates how human resource management in innovative organizations may benefit from psychological capital and the flexibility of human resources
Summary
The concept of sustainability has evolved over the past three decades (Kramar, 2014) and has been an essential theme for business (Le Roux and Pretorius, 2016). The full potential of the concept for HRM is yet to be revealed (Ehnert, 2009; Ehnert, 2012) This concept is related to treat with human resources (Ehnert et al, 2016) and for a long time has been one of the important subjects in the field of management. Fay et al (2015) showed the moderating role of HRM on innovative organizations. McGuirk et al (2015) showed the importance of innovative HRM on success and performace of small firms. For this purpose, innovative organizations must develop positive psychological capacities among their employees, both leaders and followers (Toor et al, 2009). Considering the abovementioned findings, this research investigates how human resource management in innovative organizations may benefit from psychological capital and the flexibility of human resources
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