Sustainable Employment Research Articles

A Case Study on Unemployment after the Formation of Telangana

This case study explores the dynamics of unemployment in Telangana following its formation as India's 29th state in 2014. The study delves into statistical data, root causes, sectoral distribution, and government interventions, and provides data-driven insights on the regional disparities and challenges in employment. It also presents policy recommendations aimed at achieving sustainable employment

Research on The Correlation between Investments in Various Industries Based on Regression Model

As China transitions to high-quality economic development, industrial structure adjustment has become crucial. Government investment, as a key tool of macroeconomic regulation, plays an important role in guiding industrial upgrading, optimizing resource allocation, promoting growth, and expanding employment. This study analyzes the relation-ship between industry-specific investment and GDP to provide a scientific basis for investment allocation. Using industry GDP data from 1990 to 2023, issues such as outliers, missing values, and unit inconsistencies were addressed to ensure data integrity. Pearson correlation analysis revealed that sectors such as industry, construction, manufacturing, finance, IT services, education, and healthcare are strongly linked to GDP growth. Based on the characteristics of each sector, linear or nonlinear regression models were developed to quantify investment impact. Under a total government investment constraint of 1 trillion yuan, an optimized investment plan was proposed using optimization algorithms like fmincon to maximize GDP. Analysis of historical investment proportions showed rising shares for IT services and finance, while agriculture and textiles declined. The findings demonstrate that scientific planning and optimized investment can effectively support industrial upgrading, improve resource efficiency, and promote sustainable economic growth and employment.

Assessment of youth migration on political and socioeconomic growth in Nigeria

The study assessment of youth migration on political and socioeconomic growth in Nigeria. The study adopted a quantitative survey research approach. The population consisted of literate Nigerian youths aged between 22 and 45 years. Due to the impracticality of surveying the entire population and the absence of precise figures for the target group in Nigeria, Cochran’s formula for an infinite population was employed to determine the appropriate sample size, resulting in 384 and stratified sampling technique was used to select the respondents for this study. The study employed questionnaire as the instrument for data collection. The data collected for the study was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM) through SmartPLS 3.0 software. The study found that youth migration has negative and statistically significant effect on both political and socioeconomic growth in Nigeria at 5% level of significance. Based on the findings, the study concludes that youth migration negatively and significantly influences political and socioeconomic growth in Nigeria. The study thus recommended that Nigeria government should prioritize the creation of sustainable employment opportunities and entrepreneurial support systems tailored for young people. Policies should focus on skills development, access to affordable financing for youth-led businesses, and improving infrastructure to attract private sector investment in sectors with high youth employment potential. Additionally, strengthening vocational education and linking it with market demands will equip young Nigerians with relevant skills that can reduce the push factors driving migration. By making the domestic economy more inclusive and supportive of youth aspirations, Nigeria can retain its youthful workforce, thereby bolstering socioeconomic growth.

A STUDY OF YOUTH EMPLOYMENT: A CASE STUDY OF URBAN AIZAWL, MIZORAM

This study examines the employment status, skill levels, and job-seeking behaviour of youth in urban Aizawl, Mizoram, focusing on individuals aged 20 to 30 years. Against the backdrop of limited formal employment opportunities and a growing urban youth population, the research seeks to understand the socio-demographic characteristics of job seekers, their educational backgrounds, skill possession, and preferences regarding job types and locations. Using primary data collected through structured questionnaires from 304 respondents, the study reveals that the majority of youth are recent graduates with general education and minimal technical or vocational skills. The labour market is dominated by informal and precarious employment, with only 1.4% of respondents holding regular jobs, while 33.2% are completely unemployed. Furthermore, more than half of the employed youth continue to search for better opportunities due to low pay, job insecurity, and lack of career growth. The study also highlights a strong preference among job seekers to work within Mizoram, although nearly half of the respondents are open to jobs regardless of location, reflecting rising economic pressures. The findings highlight the urgent need for targeted interventions to enhance employability through skill development programs, vocational education, and improved employment services. In addition, the study emphasizes the importance of balanced regional development to reduce rural-to-urban migration and calls for greater integration of youth into formal labour markets. The insights derived from this case study contribute to a deeper understanding of the challenges faced by educated but underemployed youth in northeast India and inform future policies aimed at sustainable and inclusive employment generation. Keywords: Youth Employment, Urban Aizawl, Unemployment, Informal Labour Market, Job Search And Job Preference.

How supervisor’s life-span related HRM practices drive flow and employability of teachers: the moderating role of leader-member exchange

ABSTRACT Many public organizations are challenged by demographic changes that require attention in order to safeguard all workers’ sustainable employability. This study aims to increase our understanding of how SLS-HRM practices (i.e. measures that a supervisor takes to foster an employee’s career sustainability) are linked to teachers’ employability via work-related flow, and to examine whether LMX quality moderates this relationship. SEM analyses among 698 teachers in 51 educational institutions across the Netherlands reveal that SLS-HRM practices are positively related to several dimensions of employability, through work-related flow, and that LMX quality determines the effectiveness of these practices.

Age management for older worker research evolution and trends: A bibliometric analysis

ABSTRACT This article aims to further understand age management strategies for older workers, along with the key thematic themes that influence research in this field. To achieve this objective, a sample of 347 articles was obtained from the Web of Science database and then analyzed using bibliometric methods. Four types of analysis were used: performance analysis, the evolution of keywords, longitudinal analysis, and analysis by period. Based on the data available on the Web of Science, the time frame starts from 1997 to 2023. Each period showed different trends in response to organizational changes and global situations. Nevertheless, the cluster with the most significant number of articles only sometimes indicates well-developed themes. The current period, 2021 to 2023, concludes with some encouraging topics in human resource management, such as sustainable employment and intergenerational communication, that offer potential for further study. Suggestions from that period involve using quantitative methodologies to determine contextual factors of older workers, including a multidimensional approach to explore aging and economic welfare and applying qualitative approaches to explore stakeholder support for age management practices.

An Organizational-Level Intervention to Enhance Sustainable Employability of Long-Term Care Workers: a Process Evaluation of the Healthy Working Approach.

To evaluate whether the Healthy Working Approach was implemented as planned and to gain insight into perceived positive outcomes and barriers and facilitators to the implementation. We conducted a mixed methods process evaluation on a team-based approach for sustainable employability of long-term care workers. We examined context, recruitment, reach, dose delivered, dose received, fidelity, satisfaction, perceived positive outcomes, and barriers and facilitators. Reach was 11% whereas dose delivered, dose received, fidelity, and satisfaction were above 60%. Perceived positive outcomes included improved team coherence, faster problem-solving, and professional development. Barriers and facilitators included collaboration in working groups, motivation, and scheduling meetings. For the teams reached, the approach was implemented according to protocol and perceived as positive. Future implementation should focus on increasing reach and dose delivered from working groups to teams.

Elimination of All Forms of Discrimination at Workplace and Its Impact on Sustainable Work Culture in India

Sustainable Development Goal 8, which seeks to "promote sustained, inclusive and sustainable economic growth, full and productive employment, and decent work for all," emphasizes the critical role that decent work for all plays in attaining sustainable development. The new 2030 Agenda for Sustainable Development includes social protection, decent work, employment creation, workplace rights, and social dialogue as essential components. Discrimination is defined as the different treatment of two equally qualified individuals on behalf of their gender, race, age, disability, religion etc. an organization face challenges in providing equal opportunities for all employees at workplace. Analytically, most of the reasons of discriminations of all types in workplaces revolve around the role of human resources managers.

Principal component analysis and multi-dimensional quantitative research on sustainable employability of Chinese liberal arts college students

Principal component analysis and multi-dimensional quantitative research on sustainable employability of Chinese liberal arts college students

Mutual gains through sustainable employability investments: integrating HRM practices for organisational competitiveness

PurposeThis study aims to examine the reciprocal relationship between employee and employer, focusing on the role of human resource management (HRM) practices in enhancing both employee career potential and organisational competitiveness. It aims to provide a comprehensive understanding of how these practices interact to foster mutual growth in dynamic organisational environments.Design/methodology/approachA multiple-case study design of 10 food industry firms in the Netherlands and Belgium was employed, combining semi-structured interviews with archival analysis to generate in-depth insights.FindingsThe study highlights how balanced HRM strategies – integrating employee-centric practices, such as training and well-being programmes, with employer-centric practices, such as performance management and strategic recruitment – drive mutual benefits. Our findings underscore the importance of aligning these practices to enhance workforce adaptability, reduce turnover and support innovation. Digital transformation is identified as a key enabler, facilitating flexible work arrangements, personalised training and efficient talent acquisition.Practical implicationsThe study provides actionable insights for HR practitioners, emphasising the need for strategic HRM approaches that integrate employability and sustainability and employability. These strategies can foster a resilient workforce capable of adapting to evolving organisational and environmental challenges.Originality/valueThis research advances our theoretical understanding in this domain by applying social exchange theory, resource-based view and stakeholder theory to the study of sustainable HRM. It offers a multi-dimensional framework to explore the reciprocal dynamics between employer and employee, contributing to ongoing discussions on sustainable workforce development and organisational competitiveness.

Adapting Social Protection and Legal Frameworks to Non-Standard Employment In Albania: Addressing Gaps and Ensuring Fairness in Light of the Sustainable Development Goals (SDGs)

Objectives: This study examines the impact of non-standard employment (NSE) in the contemporary labor market, with a particular focus on the socio-economic and legal implications of this phenomenon in the context of technological transformations. The research analyzes the consequences of NSE on access to social protection, job stability, and job satisfaction, linking these factors to the fulfillment of the Sustainable Development Goals (SDGs), such as poverty eradication (SDG 1), decent work and economic growth (SDG 8). Theoretical: This study is grounded in theoretical approaches from labor economics and the sociology of work, integrating concepts of labor market segmentation and employment dualism. Schumpeterian and evolutionary traditions are utilized to understand the impact of technological innovation on employment relationships, particularly in shaping intermediary employment between regular employment and self-employment. This approach helps identify regulatory gaps and social implications associated with platform-based work and short-term contracts. Method: This research uses a mixed-method approach, combining quantitative and qualitative data. A structured survey was conducted among non-standard workers in Albania to assess their employment status, contract duration, job stability, and access to social security. The survey also examines job satisfaction and workers' awareness of legal rights and benefits. The findings are supported by a review of literature, policy documents, and legal precedents. A comparative analysis of labor regulations in EU member states provides further insights for policy recommendations in Albania. Results and Discussion: The findings reveal disparities in social security access, the erosion of traditional labor rights, and increased vulnerability among platform workers due to precarious employment classifications. These inequities are exacerbated by regulatory gaps, leading to economic instability and labor market segmentation. The discussion contextualizes these findings within existing theoretical frameworks, addressing potential policy solutions. Research Implications: This study highlights the need for adaptive legal frameworks that balance labor market flexibility with social protection. The findings offer insights for policymakers to design inclusive labor policies that mitigate socio-economic disparities and ensure sustainable employment models. Originality/Value: This research contributes to the discourse on the future of work by offering a nuanced analysis of the interplay between NSE, technological innovation, and social protection. Its findings provide a valuable basis for policy development and labor market reforms.

Corporate Contributions to Community Resilience: Structuring the Concept of “Gyo-jyo” ‐ Focusing on the Recovery and Revitalization Period of the Great East Japan Earthquake

A research team is working to underline the crucial role of corporations in supporting community resilience. In its project, the group is proposing a novel concept called ‘Gyo-Jyo’, which means ‘corporate contribution to community resilience’. The goal is to develop and implement improved strategies by exploring the role that organisations of different sizes play in disaster recovery. The proposed strategies will help communities to recover quickly and effectively and limit the damage caused by disasters. The research team is headed up by Associate Professor Rui Fukumoto. Based within the Department of Architecture and Environmental Design at the Nagaoka Institute of Design in Japan. Fukumoto’s assumption that large companies would take the lead in local recovery efforts was turned on its head when he discovered, first hand, that the on the ground presence of these companies was lacking. Instead, these companies focused on ensuring their production lines and supply chains remained functional, which was accepted by local residents who assumed the long-term stability of a large employer could benefit the entire region through sustained employment opportunities. In conversations with the companies one year post-disaster, Fukumoto discovered that their motivation in continuing operations and reestablishing a viable production system was supporting local employment and overall recovery in the mid to long term. For Fukumoto, this highlighted that there is no one-size-fits-all model of disaster relief for corporate companies. He believes that understanding diverse strategies and their rationale will help shed light on the complex relationship between corporate scale, disaster response and community resilience.

A Stress Management and Health Coaching Intervention to Empower Office Employees to Better Control Daily Stressors and Adopt Healthy Routines.

The present pilot randomized control study examined the effectiveness of an 8-week stress management and health coaching intervention on perceived stress, healthy routines, sleep quality, self-efficacy, self-esteem and happiness. A total of 38 office employees were randomly assigned to the intervention group (IG, n = 20) or the control group (CG, n = 18) and validated tools were used to assess outcomes. Statistically significant differences in the IG after the 8 weeks were observed in perceived stress (i.e., a decrease in PSS-14 score, p = 0.043), in "Daily Routine", i.e., an increase in control over the consistent timing of meals and sleep (p = 0.001) and in "Social and Mental Balance", i.e., an increase in inclination to socialize, balance leisure and personal time and adopt positive thinking or cognitive control over stressors (p = 0.003). These improvements were reflected in an increase in total healthy lifestyle and personal control score (HLPCQ, p = 0.048). Short time and stress management and coaching interventions at workplaces can empower employees to increase control over stressors and to take the first step in adopting healthy behaviors by recognizing bad habits. Furthermore, in building sustainable employment, an empowered employee would participate at an organizational level more actively. Our preliminary results strongly support the idea that primary health care professionals should be educated in health coaching and relaxation techniques.

Guest editorial: Sustainable human resource management and organizational performance: new definitions, navigating tensions, and global insights

PurposeThis special issue explores the relationship between sustainable human resource (HR) management (HRM) and organizational performance. It introduces new definitions, theoretical frameworks and practical implications. The issue highlights the significance of sustainable HRM in navigating tensions between social, environmental and economic objectives and examines how HRM can contribute to fostering more innovative and sustainable workplaces.Design/methodology/approachThrough a combination of literature reviews, conceptual papers and empirical studies, this issue contributes to the understanding of how sustainable HRM practices can effectively support sustainability and organizational performance. It integrates insights from diverse geographical regions – including Asia, Oceania, Africa, the Middle East, North America and Europe – and examines various industries such as hospitality, ICT, local government and SMEs. Additionally, it introduces a new definition of sustainable HRM and the 5E conceptual framework, which helps navigate tensions between efficiency, equity, ethics, engagement and environmental sustainability.FindingsThe articles in this issue collectively argue that sustainable HRM extends beyond traditional HR functions to play a transformative role in organizational strategy. We propose a reconceptualization of sustainable HRM as an integrated approach that fosters sustainable employment relationships, enhances stakeholder collaboration and aligns HR practices with broader sustainability goals and the common good.Practical implicationsThe insights presented in this issue have significant implications for HRM professionals, business leaders and policymakers. The proposed frameworks and strategies emphasize the need for HRM to move beyond a performance-driven focus to actively contribute to low-carbon, sustainability transitions. By implementing sustainable HRM practices, organizations can foster innovation and long-term value creation for both businesses and society.Originality/valueThis special issue advances our understanding of how HRM operates at the intersection of organizational performance and sustainability. It expands the scope of stakeholders considered in sustainable HRM, the importance of respecting the limits of ecosystem sustainability and the transformative impact of technology in shaping HR strategies. Additionally, it emphasizes social sustainability by exploring how HRM can foster sustainable employment relationships and enhance worker well-being. The issue offers a critical and reflective perspective on the role of HRM in addressing contemporary global challenges.

Organizational conditions, work–life balance and work ability of healthcare workers

PurposeThis study examines work ability, defined as the balance between personal resources and job demands. It is considered a key indicator of sustainable employability, a critical issue in the healthcare context. Specifically, it analyzes how job resources and demands shape employees’ work ability and evaluates the role of work–life balance as a potential mediator of these relationships.Design/methodology/approachWe estimate structural equation modeling (SEM) using STATA 18 on a sample of 443 healthcare workers at the University Hospital of Modena (Italy).FindingsOur findings show that supportive supervisors, work autonomy and discretion positively influence work ability. Work–life balance emerges as a crucial mediator of the relationships between work autonomy, work intensification and employee work ability.Practical implicationsThese results underscore the crucial role of organizational practices in bolstering work ability and well-being. Key priorities include enhancing leadership quality through training and mentoring initiatives. Equally important is fostering work–life balance by enhancing employee autonomy and involvement in key decisions related to their work.Originality/valueThis paper contributes to the literature by providing an in-depth analysis of job demands and resources affecting work ability in the healthcare sector. Furthermore, it is the first study to evaluate the mediating role of work–life balance in this specific context.

Analysis of Structural Changes and Employment Dynamics in the Labor Market of Kazakhstan

Understanding structural dynamics and workforce segmentation has become essential for sustainable economic policy and employment regulation in the context of global economic transformation, technological change, and labour market volatility. The goal of the current study is to identify key worker groups with varying levels of employment stability, staff turnover, and personnel cost distribution. The fuzzy clustering algorithm (Fuzzy C-Means) is used as the primary method, which makes it possible to assign objects to several clusters with varying degrees of affiliation. The analysis was based on official statistics of the labor market in the Republic of Kazakhstan for the period 2013-2023. The analysis revealed three stable clusters: stable workforce flow cluster with low staff turnover (0.172) and balanced replacement (0.152); adaptive cluster with moderate instability, turnover of 0.355 and demand for labor up to 30 020 people; unbalanced cluster with high-cost variability (up to 19 billion tenge), compensation (coefficient of variation of 0.386) and maximum admission of graduates (up to 86,227 people). Kazakhstan's labor market is characterized by stability in traditional sectors, moderate adaptation in cyclical industries, and high volatility in technologically advanced and competitive segments. These results suggest the need for a differentiated employment policy that considers industry-specific characteristics and the digital transformation of the economy. Future research should investigate sector-specific models of human resource transformation and explore how employment dynamics can be integrated into strategies for sustainable and innovation-driven development.

중장년 근로자의 근로지속의도 영향요인 분석

This study explores the factors influencing the intention to continue working among middle-aged and older workers in South Korea, categorizing these factors into individual, job-related, career, and occupational/social psychological factors. The study's target population consists of wage workers aged 40 and above employed in full-time positions. A total of 471 valid responses were analyzed from 500 survey responses collected through an online questionnaire. The research model involved sequential hierarchical multiple regression analysis, incorporating individual, job-related, career, and occupational/social psychological factors, and the analysis was conducted using STATA 18.0. The results showed that in Model 1, among the individual characteristics, health confidence had a significant impact. In Model 2, which added job and career characteristics, job fit and health confidence were confirmed as significant factors in sequence. In the final model, which included occupational and psychosocial factors, psychological empowerment was found to have the greatest influence on the intention to continue working. Additionally, the sense of job creation, perception of organizational generational harmony, and intrinsic motivation also emerged as significant variables. This study distinguishes and examines the factors influencing the continued employment of middle-aged and older workers, and discusses the necessary policies and organizational support for promoting active labor market participation and sustained employment for this demographic.

The Cost of Speed: Examining the Trade-Offs Between Wage Structures and Job Stability in Quick Commerce

The rapid growth of quick commerce (Q-commerce) has revolutionized retail and logistics by providing on-demand delivery services within minutes. However, this accelerated model presents significant challenges regarding wage structures, job stability, and worker well-being. This paper examines the trade-offs between speed, wage models, and job security in Q-commerce. It explores various compensation structures, including task-based pay, incentive-driven wages, and surge pricing, analyzing their effects on income stability and employee retention. Additionally, the study investigates job stability concerns, highlighting high attrition rates, worker exploitation risks, and the impact of non-permanent contracts on financial security. Furthermore, the paper discusses the psychological and physical strain imposed by speed-driven service models, drawing from literature on burnout, workplace injuries, and overall well-being. The findings emphasize the need for sustainable employment practices, regulatory frameworks, and ethical consumerism to balance the economic efficiency of Q-commerce with fair labor policies. The study concludes by recommending wage transparency, minimum pay regulations, and improved social protections to ensure a more equitable and sustainable future for workers in the sector.

The Mechanisms and Empirical Analysis of the Impact of Environmental Regulations on Employment Levels in Specific Industries in China

As environmental regulations in China have become more stringent, balancing these regulations with employment growth represents a major concern for policymakers and researchers striving for sustainable economic development. Although several studies have investigated the influence of environmental regulations on labor demand, most focus on corporate or regional levels, with limited exploration of industry-specific dynamics. Given the external and interconnected nature of environmental challenges, regulatory policies not only significantly impact the targeted industry but also generate spillover effects across interrelated sectors, thereby shaping broader sustainability transitions. This paper examines the mechanisms through which environmental regulations affect industry employment, incorporating the role of industrial linkages in sustainable labor market adjustments. Using panel data from 34 Chinese industries (2009–2018), this study empirically analyzes how stringent regulations influence employment dynamics, considering variations in technology and pollution intensity. The findings reveal a U-shaped relationship between environmental regulations and employment, accompanied by downward network spillover effects. Furthermore, threshold regressions demonstrate industry-specific effects, wherein clean and high-tech industries experience minimal short-term disruptions but benefit from regulatory intensity in the long run. In contrast, low-tech and pollution-intensive industries face notable direct and spillover effects, with low-tech sectors exhibiting job creation effects and pollution-intensive sectors experiencing displacement effects. To achieve sustainable employment structures while maintaining environmental integrity, policymakers must recognize inter-industry linkages and implement targeted policies that support sectoral transitions toward green and high-tech advancements. Encouraging upstream improvements to enhance downstream sustainability will be essential for balancing regulatory enforcement with long-term employment stability.

Renewable energy and industrial innovation: Catalysts for economic and trade growth

Modernizing and diversifying industries have become essential in recent years, particularly with the shift toward new energy sources to boost the global economy. Despite widespread initiatives, the economic impact of these reforms remains uncertain. This study examines the effects of Saudi Arabia’s renewable energy and industrial innovation efforts on key economic variables, aligning with the UN Sustainable Development Goal 8 (SDG 8), which emphasizes inclusive and sustainable economic growth, full and productive employment, and decent work for all. Using an ARDL model, we analyze data from 95 firms operating in the renewable energy sector from 2000 to 2023. The findings reveal that renewable energy investments significantly enhance long-term economic growth, trade balance, and FDI inflows, though their impact on employment and foreign assets is weaker. Industrial innovation also promotes growth and trade, but less so than renewable energy, with sales growth driving foreign asset accumulation. In the short term, both sectors have limited effects on employment and foreign assets. However, when combined, renewable energy investments and industrial innovation amplify their positive influence on GDP and trade, underscoring the need for long-term strategies to sustain economic growth.