| Abstract [eng] |
The study highlights the importance of the concept of sustainability, which was originally conceived as an ecological concept, but now encompasses economic, social, and environmental balance, with direct implications for the well-being of society, the economy, and the environment. Integrating sustainability principles into human resource management (HRM) processes such as recruitment, training, performance management and remuneration is essential not only for financial gain but also for the sustainable development of social, environmental, and human capital. This approach is particularly important as sustainable remuneration systems foster employee engagement and loyalty by helping to attract and retain talented employees, especially from younger generations who value sustainability and social responsibility. In addition, HRM sustainability contributes to the reputation of the organization by promoting a holistic view of employees as valuable partners in the sustainability journey. Thus, the integration of sustainability into remuneration systems not only reflects the contemporary attitudes of employees and society, but also becomes an essential part of the long-term success of companies. The object of the research – sustainable remuneration systems. The aim of the research – to reveal the expression of sustainability dimensions in the remuneration systems of organizations. The task of the research: 1. to define the concept of sustainability by identifying the dimensions that define it; 2. to analyze the concept of a remuneration system and its constituent elements; 3. to conceptualize the expression of the dimensions of sustainability in organizations’ remuneration systems by developing theoretical research model; 4. to empirically investigate the expression of sustainability dimensions in organizational remuneration systems. The methods of the research: theoretical and empirical research methods are used to answer the research question. A comparative analysis of the scientific literature is carried out to develop and justify the conceptualized research model. A qualitative semi-structured interview and content analysis method is used to conduct the study. The main results of the research. The study shows that sustainability dimensions are not just data sets for banks but are put into practice through specific remuneration policies and practices, such as variable remuneration components that are linked to sustainability indicators. The study revealed that sustainability dimensions are embedded in the reward systems of organizations, and this is in line with sustainability principles as reported in various international studies. Additional interviews with informants on compliance with the attributes of sustainable reward systems in organizations show that all organizations ensure compliance with legislation. Eight out of twelve organizations comply with all the attributes of a sustainable reward system. In particular, the economic, social and environmental dimensions of sustainability were identified as important components of organizations’ reward structures. The analysis of the results shows that all three dimensions of sustainability - economic, social, and environmental - are reflected in the organizations’ reward systems. The focus is not only on financial performance, but also on achieving sustainable profits, work-life balance, ensuring the health and safety of employees and promoting various environmental initiatives. The reward systems of the organizations in the study can be considered sustainable as they integrate sustainability principles into their design. |
