Does the relationship between sustainable human resource management and organizational identification vary by culture? Evidence from 35 countries based on GLOBE framework

Dariusz Turek, Agnieszka Wojtczuk-Turek, Fiona Edgar, Nataliya Podgorodnichenko, Belgin Okay-Somerville, Na Fu, Anna Lupina-Wegener, Howard Klein, Gulcin Akbas, Bassam Al-Romeedy, Eleni Apospori, Janine Bosak, Adriana Caldana, Eleonora Crapolicchio, Jennifer Chavanovanich, Guillaume Desjardins, Angela Dorrough, Patrick Dunlop, Divina Edralin, Arum Etikariena, Denise Fernando, Lady Galvez Sierra, Nicolas Gillet, Sergio Madero-Gómez, Francisca Gutiérrez-Crocco, Carolin Haeffner, Paul Hutchings, Tiphaine Huyghebaert-Zouaghi (), Hiroshi Ikeda, Maria Järlström, Marc Jekel, Dorthe Jensen, Jerin Jose, Serdar Karabatı, Mary Kinahan, Martin Lauzier, Abiodun Lawal, Alon Lisak, Pedro Leiva, Shera Malayeri, Claudia Manzi, Marco Mariani, Khatuna Martskvishvili, Claude-Hélène Mayer, Katarzyna Mikołajczyk, María Molina, Silvia Moscatelli, Matteo Mösli, Felix Neto, Joana Neto, Erico Rentería-Pérez, Narumol Petchthip, Ceri Phelps, Segundo Pazmay-Ramos, Maia Robakidze, Dayamy Rojas, Alice Salendu, Marco Salvati, Mercedes Sánchez-Apellániz, Susana Schmitz, Timur Sevincer, Masoumeh Seydi, Akihito Shimazu, Bertina Sjabadhyni, Katie Sullivan, Marina Sticca, Harry Susianto, Le Tan, Beril Turkoglu, Klaske Veth, Serena Wee and Gangfeng Zhang
Additional contact information
Dariusz Turek: Warsaw School of Economics - Warsaw School of Economics
Agnieszka Wojtczuk-Turek: Warsaw School of Economics - Warsaw School of Economics
Fiona Edgar: University of Otago, Dunedin, New Zealand.
Belgin Okay-Somerville: University of Glasgow
Na Fu: University of Dublin
Howard Klein: OSU - The Ohio State University [Columbus]
Janine Bosak: DCU - Dublin City University [Dublin]
Nicolas Gillet: QualiPsy - Qualité de vie et Santé psychologique [Tours] - UT - Université de Tours, IUF - Institut universitaire de France - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche
Tiphaine Huyghebaert-Zouaghi: C2S - Cognition, Santé, Société - URCA - Université de Reims Champagne-Ardenne - SFR CAP Santé (Champagne-Ardenne Picardie Santé) - URCA - Université de Reims Champagne-Ardenne - MSH-URCA - Maison des Sciences Humaines de Champagne-Ardenne - URCA - Université de Reims Champagne-Ardenne, QualiPsy - Qualité de vie et Santé psychologique [Tours] - UT - Université de Tours

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Abstract: Purpose The article discusses the relationships between sustainable HRM and organizational identification, conceptualized at the individual level, and the moderating role of cultural dimensions conceptualized at the country level (described in GLOBE's framework). The study's theoretical model based on social exchange theory proposes that sustainable HRM practice increases organizational identification. However, the strength of this identification depends on the dimensions of national culture. Thus, we assumed national culture functions as a second-level moderator in the relationship between sustainable HRM and organizational identification. Design/methodology/approach We conducted the study with data from 10,421 employees across 35 countries. We used a multilevel modeling approach for data analysis. Findings The study revealed the cross-level interaction effects of national culture on the relationship between sustainable HRM practice and organizational identification. Specifically, the results indicate that sustainable HRM strengthens employees' organizational identification more in cultures with higher levels of gender egalitarianism and lower levels of humane orientation. Originality/value This study demonstrates that the relationship between sustainable HRM practices and employees' organizational identification is culturally sensitive. It highlights the need to consider cultural context when assessing the impact of sustainable HRM practices on employee outcomes. Furthermore, it shows that certain cultural dimensions can enhance the effect of sustainable HRM practices.

Date: 2025-05-29
Note: View the original document on HAL open archive server: https://hal.science/hal-05223789v1
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Published in Central European Management Journal, 2025, ⟨10.1108/CEMJ-04-2024-0121⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:hal-05223789

DOI: 10.1108/CEMJ-04-2024-0121

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