| Abstract [eng] |
This paper consists of 65 pages, 7 tables, 78 references. The aim of this Master thesis is to determine how Lithuanian organizations perceive sustainable Human Resource Management (HRM), whether they apply sustainable HRM practices in their operations, and to evaluate the value of these practices for organizations during a period of increased environmental uncertainty. The paper unveils the understanding of sustainable HRM in Lithuanian organizations, its application scope, and addresses questions regarding the values of sustainable HRM practices in the contexts of heightened environmental uncertainty. The work is structured into three parts: a review of scientific literature, which explores theoretical concepts of sustainability, sustainable human resource management practices, and theoretical perspectives on environmental uncertainty; the methodology section, which introduces the research instrument – semi-structured interview guidelines; and the results description section, which discloses insights gained during the empirical research on the understanding and application of sustainable HRM in Lithuanian organizations, sustainable HRM practices, and the value of these practices in the context of heightened environmental uncertainty. During the empirical research, 10 in-depth semi-structured interviews were conducted with Human Resource Managers of organizations operating in Lithuania, who have at least 5 years of experience in leadership or human resource management and are currently working as HR Managers. The review of scientific literature revealed that organizations applying sustainable HRM practices shift their focus from a goal-oriented approach to an employee-oriented perspective. Sustainable human resource management transforms the concept of "what employers want," how they create value through employees, to "what the employee wants" or "what society and stakeholders want." The emphasis is no longer solely on the organization's business goals and profit but on the employee as an individual with their experiences and context that they bring to work. According to the qualitative research results, Lithuanian HR Managers believe that there has been a shift in HRM practices, directly associated with the context of environmental uncertainty. The study unveiled that sustainable HRM is linked to long-term perspectives, a forward-looking approach, the ability to anticipate future perspectives, and an investment in employees and individuals, considering the broader society and labor market, with a focus on the individual's perspective. In the context of heightened environmental uncertainty, organizations have begun to pay special attention, according to the research data, to employee emotional well-being and psychological health. Currently, organizations are addressing aspects of an employee's private life, such as stress management, sleep, psychological support, and other practices that are becoming organizational hygiene. The value of sustainable HRM practices in the context of environmental uncertainty is characterized by a changed attitude towards employee work, flexibility, and trust in the employee. The study revealed that one of the sustainable practices’ organizations implement is related to equal opportunities, inclusion, and diversity. Organizations opt to be fair to everyone and apply numerous over-regulatory practices aimed at gender partnership, caring for all employees, regardless of marital status. This work explores for the first time in Lithuania the concept of sustainable HRM, its practices, and their benefits for organizations in the context of heightened environmental uncertainty. The research results hold both scientific and managerial practical significance. In Lithuania, the topic of sustainable HRM was previously studied in a pre-pandemic reality (2016-2018), while recent changes have fundamentally altered the relationship between organizations and employees, introducing new practices. |
