| Abstract [eng] |
By integrating the concept of sustainable human resource management and Rock’s neuroscience-based SCARF (status, certainty, autonomy, relatedness, and fairness) model, the paper aims to reveal the role of sustainable HRM practices in shaping a positive psychosocial experience of employees. Through this process, qualitative data were collected using semi-structured interviews with 50 STEM (science, technology, engineering, and mathematics) workers in Lithuania. The research revealed the key characteristics of sustainable HRM practices in terms of performance management, employee relations, rewards, employee development, career management, onboarding, and dismissal that shape positive experiences of STEM workers. Moreover, harmful HRM practice characteristics were identified that need to be eliminated to achieve sustainable human resource management. The results of the study allow organizations to better understand the role of HRM practices in enhancing positive psychosocial experiences of STEM employees through strengthening the domains of the SCARF model. Based on the insights obtained, organizations could better focus their efforts on the development of sustainable HRM practices that not only increase employee engagement but also contribute to their long-term professional sustainability. |
