Purpose -The purpose of this paper is to explore psychological, social and work related health aspects of harm imposed on stakeholders, such as employees, their families and communities, by organizations while using efficiency based human resource management (HRM) practices. Design/methodology/approach -The ethical issues of negative externality (NE) or harm of HRM practices are scrutinized using ethics of care for a stakeholders' perspective. Further, the conceptual framework of NE of HRM is used to analyse the psychological, social and work related health harm of one of the strategic HRM practices, work intensification, a widely used practice to improve the efficiency of employees. Findings -It is evident from this article that NE of work intensification has become the major contributor to the psychological, social, and work related health aspects of harm on the stakeholders, and they as third parties render the costs for managing this harm.Research limitations/implications -The harm indicators and the associated costs are drawn from published research that was not conducted for the purpose of identifying the harm of the NE of HRM practices. Hence, it is suggested that it would be useful to develop a tool to measure the harmful effects of HRM practices on the stakeholders. Practical implications -The analysis of NE of work intensification can help managers to be proactive in introducing sustainable HRM strategies so as to minimize the harms of NE of HRM practices. Originality/value -The framework of NE of HRM provides a new insight that overutilization of human resources for maximizing an organisation's profit has an unsustainable impact on society.
PurposeThe purpose of this paper is to propose a conceptual model of harm indicators of negative externality (NE) of organizational practices, to help practitioners and researchers identify the harmful aspects associated with the unsustainable internal efficiency focused organizational practices to achieve a sustainable society.Design/methodology/approachInitially, the harm indicators of NE of organizational practices are theoretically explored. Subsequently, the direct costs associated with the harm indicators of NE of work intensification, one of the strategic organizational practices, on employees and the community are examined using published information.FindingsThere are clear indications of direct costs for handling the psychological and social aspects of harm of organizational practices on employees, and the employee work‐related health treatment costs to the community.Research limitations/implicationsThe published research used in estimating the direct costs of harm indicators on employees and the community in this paper are not originally designed to examine the NE of organizational practices. Therefore, future studies need to explore the costs of harm indicators of NE of organizational practices on society.Social implicationsAn understanding of the costs of harm indicators of NE of organizational practices on society can help organizations to be proactive to introduce sustainable human resource management strategies, so as to minimize the harmful aspects of NE before it starts curbing employees making positive contributions to their families and the community.Originality/valueThe model of harm indicators of NE provides a new insight – that over‐utilization of human resources for an organization's internal efficiency purpose – has unsustainable impact on society.
Purpose The purpose of this paper is to develop a health harm of work scale from the sustainable HRM perspective. Design/methodology/approach A three-dimensional model was proposed for the health harm of work scale and validated (Total n=527) using a five-part study (item generation, item reduction, convergent, construct and discriminant validity). Findings Exploratory and confirmatory factor analyses supported that the three dimensions (restrictions for positive health, the risk factors for psychological health and the side effect harm of work) simultaneously tap into different aspects of the health harm of work construct. The results from the construct validity revealed that health harm of work as a phenomenon has manifested itself in different facets of health harm of work intensification. Finally, the discriminant validity study revealed that the overlap between the dimensions of the health harm of work scale and the dimensions of recovery experience from the work questionnaire is low and it provides support for the discriminant validity of dimensions between these two scales. Practical implications The proposed measure can be used as potential leading indicators for negative occupational health to prevent or delay the onset of work-related illness manifestation or health consequences (sick leave, absenteeism, presenteeism, etc.). Originality/value This is the first study to validate a measure of health harm of work and to provide tangible evidence of health harm of work which will subsequently trigger organizations to introduce a planned intervention to improve occupational well-being to promote sustainable HRM.
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