可持续人力资源管理与精神领导力关系的系统文献综述

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2022-08-11 DOI:10.3233/hsm-220099

N. Macini, Ayesha Sengupta, A. Caldana, M. Moin

{"title":"可持续人力资源管理与精神领导力关系的系统文献综述","authors":"N. Macini, Ayesha Sengupta, A. Caldana, M. Moin","doi":"10.3233/hsm-220099","DOIUrl":null,"url":null,"abstract":"BACKGROUND: The process of involving sustainability in the Human Resources (HR) area, which is still a major challenge to be faced, will only occur when the leadership shares the values that influence ethics at work and have a more involved relationship with all business stakeholders. OBJECTIVE: The objective of this study was to verify the relationship between the dimensions of Spiritual Leadership, the functional and competitive dimensions of Human Resources and Organizational Sustainability. METHODS: Through the Systematic Review Method, the available literature has been categorized based on the thematic alignment of the topics. Content analysis of 49 articles included predetermined codes verifying the most recurrent dimensions of each thematic axis. RESULTS: Among the HR functional dimensions, the one represented by training and development, assumes an intermediate role between the achievement of the intended cultural management, which can be through communication and teamwork, until reaching the organizational sustainability actions, which is the main purpose of this thematic relationship. CONCLUSIONS: This article makes a unique contribution to the existing literature on spiritual leadership and sustainable human resources management as well as reveals new avenues of in-depth research focusing specifically on the relationship of the thematic axes uncovered in the study.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":" ","pages":""},"PeriodicalIF":1.5000,"publicationDate":"2022-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":"{\"title\":\"A systematic literature review of the relationship between sustainable human resources management and spiritual leadership\",\"authors\":\"N. Macini, Ayesha Sengupta, A. Caldana, M. Moin\",\"doi\":\"10.3233/hsm-220099\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"BACKGROUND: The process of involving sustainability in the Human Resources (HR) area, which is still a major challenge to be faced, will only occur when the leadership shares the values that influence ethics at work and have a more involved relationship with all business stakeholders. OBJECTIVE: The objective of this study was to verify the relationship between the dimensions of Spiritual Leadership, the functional and competitive dimensions of Human Resources and Organizational Sustainability. METHODS: Through the Systematic Review Method, the available literature has been categorized based on the thematic alignment of the topics. Content analysis of 49 articles included predetermined codes verifying the most recurrent dimensions of each thematic axis. RESULTS: Among the HR functional dimensions, the one represented by training and development, assumes an intermediate role between the achievement of the intended cultural management, which can be through communication and teamwork, until reaching the organizational sustainability actions, which is the main purpose of this thematic relationship. CONCLUSIONS: This article makes a unique contribution to the existing literature on spiritual leadership and sustainable human resources management as well as reveals new avenues of in-depth research focusing specifically on the relationship of the thematic axes uncovered in the study.\",\"PeriodicalId\":13113,\"journal\":{\"name\":\"Human systems management\",\"volume\":\" \",\"pages\":\"\"},\"PeriodicalIF\":1.5000,\"publicationDate\":\"2022-08-11\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"2\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Human systems management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.3233/hsm-220099\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human systems management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.3233/hsm-220099","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 2

摘要

背景：只有当领导层分享影响工作道德的价值观，并与所有商业利益相关者建立更密切的关系时，才能在人力资源领域实现可持续发展，这仍然是一个需要面对的重大挑战。目的：本研究旨在验证精神领导力维度、人力资源职能和竞争维度与组织可持续性之间的关系。方法：采用系统综述法，根据主题的一致性对现有文献进行分类。对49篇文章的内容分析包括预先确定的代码，以验证每个主题轴最经常出现的维度。结果：在人力资源职能维度中，以培训和发展为代表的职能维度在实现预期的文化管理（可以通过沟通和团队合作）到实现组织可持续性行动（这是这种主题关系的主要目的）之间发挥着中间作用。结论：本文对现有的精神领导力和可持续人力资源管理文献做出了独特的贡献，并揭示了深入研究的新途径，特别是研究中发现的主题轴之间的关系。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

查看原文本刊更多论文

A systematic literature review of the relationship between sustainable human resources management and spiritual leadership

BACKGROUND: The process of involving sustainability in the Human Resources (HR) area, which is still a major challenge to be faced, will only occur when the leadership shares the values that influence ethics at work and have a more involved relationship with all business stakeholders. OBJECTIVE: The objective of this study was to verify the relationship between the dimensions of Spiritual Leadership, the functional and competitive dimensions of Human Resources and Organizational Sustainability. METHODS: Through the Systematic Review Method, the available literature has been categorized based on the thematic alignment of the topics. Content analysis of 49 articles included predetermined codes verifying the most recurrent dimensions of each thematic axis. RESULTS: Among the HR functional dimensions, the one represented by training and development, assumes an intermediate role between the achievement of the intended cultural management, which can be through communication and teamwork, until reaching the organizational sustainability actions, which is the main purpose of this thematic relationship. CONCLUSIONS: This article makes a unique contribution to the existing literature on spiritual leadership and sustainable human resources management as well as reveals new avenues of in-depth research focusing specifically on the relationship of the thematic axes uncovered in the study.

求助全文

通过发布文献求助，成功后即可免费获取论文全文。去求助

来源期刊

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.