Beyond money and reputation: sustainable HRM in Brazilian banks

Macini, Nayele; Alves, Marlon Fernandes Rodrigues; Cezarino, Luciana Oranges; Liboni, Lara Bartocci; Caldana, Adriana Cristina Ferreira

doi:10.1108/er-12-2018-0331

Cited by 19 publications

(9 citation statements)

References 57 publications

(166 reference statements)

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“…The keywords having maximum frequency in this cluster are Islamic banking, sustainability, disclosure, ethics, legitimacy theory, and sustainable banking. This cluster exhibits the fact that research studies are being conducted from an ethical perspective to make sure that disclosure is transparently done by financial institutions (Macini et al, 2020; Yadiat & Amrania, 2017). The annual reports have detailed descriptions of the various CSR activities performed by banks should be brought into the purview of the stakeholders (El Dessouky, 2016; Jain et al, 2015).…”

Section: Results and Findingsmentioning

confidence: 99%

Bibliometric and Scientometric analysis on CSR practices in the banking sector

et al. 2022

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This paper provides a bibliometric and Scientometric analysis of the corporate social responsibility (CSR) in banking sector. Our study analyzes 551 articles from the Scopus database to find out the relationship between CSR and banking. A bibliometric method was used to visualize the results using R‐studio and VOS viewer software. The Scientometric analysis was conducted to determine the findings and mappings of the research themes, directions of current and future research, impact, co‐occurrence, co‐citations and impact and collaboration trends. We explore how CSR literature has evolved over the years in the banking sector between 1993 and 2021. We find that publication in the CSR and banking domain has increased significantly during 2017 and 2021. Social aspects, board of directors, CSR, environment, competitions, Islamic banking, sustainability, disclosure, ethics, legitimacy theory, sustainable banking, loyalty, and brand equity are the popular research trends and collaboration trends identified. We also provide further scope of the study based on the extensive review of the past literature. Our findings may provide help to future researchers, bankers, and regulators in understanding the current trends and future research progression in the CSR and banking sector.

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Section: Results and Findingsmentioning

confidence: 99%

Bibliometric and Scientometric analysis on CSR practices in the banking sector

et al. 2022

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“…In transition economies, the financial sector holds a significant position in the economic landscape (see Macini et al. , 2022).…”

Section: Hrm Employee Engagement and The Impact Of Covid-19 On Busine...mentioning

confidence: 99%

Contextualising employee engagement in crisis: a protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina

Bešić,

Hirt,

Rahimić

2024

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PurposeThis study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used.Design/methodology/approachDrawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition economy of Bosnia and Herzegovina. We analyse the banks at two different times to demonstrate how and why companies adapt their HR practices.FindingsOur findings show a changing mindset in the deployment of highly context-specific HR practices. Strengthening company culture through a sense of community and communication ensure stability and continuity in work. Rather than layoffs, flexible work has become standard.Practical implicationsBy highlighting the interplay between HR practices and employee engagement, we contribute to the discussion on engagement in exceptional circumstances and challenging settings and demonstrate how caring responsibilities “migrate” into HR practices in the professional context of a transition economy.Originality/valueWe propose a context-specific “protective caring approach” to foster employee engagement during crises.

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“…The frequently referred to dimensions of sustainable HRM practices were selection (Manzoor et al, 2019), training (Macini, Alves, Cezarino, Liboni, & Caldana, 2020;Manzoor et al, 2019), development (Glot, 2006;Zaugg, Blum, & Thom, 2001), employee participation (Baum et al, 2016;Manzoor et al, 2019), and compensation and rewards (Macini et al, 2020;Zaugg et al, 2001). Thus, those dimensions are considered in the research.…”

Section: Sustainable Hrm Practicesmentioning

confidence: 99%

Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement

Mahfouz¹,

Halim²,

Bahkia³

et al. 2023

JEMI

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PURPOSE: Modern business and global organizations are regularly presented with challenges caused by unpredictable competitive environments. Human resource management (HRM) practices give sustainable opportunities for employees to use their abilities and express their enthusiasm to obtain skills and knowledge and to apply them at the workplace with a view to achieving engaged individuals and increasing organizational performance. This article presents a recent study outcome to examine (i) the mediating role of knowledge management and work engagement and (ii) the effect of sustainable HRM practices on organizational performance. METHODOLOGY: 500 self-reported questionnaires were distributed to Jordanian university lecturers (research population) for data collection. The study data were assessed with structural equation modeling (SEM) using IBM-SPSS-AMOS 25.0. FINDINGS: Two pivotal outcomes were identified: (i) sustainable HRM practices, knowledge management, and work engagement were positively associated with organizational performance; (ii) knowledge management and work engagement played a mediating role in the sustainable HRM practice-organizational performance correlation. IMPLICATIONS: Overall, employee cooperation proved essential to optimize organizational performance, specifically during their engagement in sustainable HRM practices and knowledge management. Finally, the research proposed several practical recommendations and interventions on sustainable HRM for future research. ORIGINALITY AND VALUE: The research has provided proof of five variable relationships contained in the model. Firstly, organizational performance increased with sustainable HRM practices through knowledge management. Secondly, organizational performance increased with sustainable HRM practices through work engagement. Thirdly, work engagement increased with sustainable HRM through knowledge management. Fourthly, organizational performance increased with knowledge management through work engagement. Fifthly, organizational performance increased with sustainable HRM through knowledge management and work engagement.

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Beyond money and reputation: sustainable HRM in Brazilian banks

Cited by 19 publications

References 57 publications

Bibliometric and Scientometric analysis on CSR practices in the banking sector

Bibliometric and Scientometric analysis on CSR practices in the banking sector

Contextualising employee engagement in crisis: a protective caring approach to employee engagement in the banking sector in Bosnia and Herzegovina

Sustainable human resource management practices in organizational performance: The mediating impacts of knowledge management and work engagement

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