| Abstract [eng] |
In today’s global and dynamic labour market environment, sustainable human resource management is becoming an increasingly important tool for any organization to compete successfully in the job market. It is observed that human resource management systems are facing increasing challenges related to the negative impact of work on employees, increasing employee’s mobility, shortages of skilled labour and an aging workforce. Therefore, it is natural that if the well-being of employees is not properly taken care of and their needs are met, they can leave the organization. Sustainable management of human resources is especially relevant in organizations providing medical services, as it is noticeable that work stress experienced by medical professionals, occupational burnout is one of the highest compared to employees of other professions. It is also noticeable that with economic disparities between European countries, there is a very large outflow of medical professionals to richer European countries. Therefore, sustainable human resource management is one of the essential elements of the viability of organizations, because by ensuring the sustainability of human resource management systems, organizations can successfully attract and retain employees. Problem statement: Formulated by question: what is the impact of sustainable human resource management on employee well-being, behaviour, and intention to quit? The object of the work: The impact of sustainable human resource management on employee well-being, behaviour, and intention to quit. The aim of the work: To reveal the impact of sustainable human resource management on employee well-being, behaviour, and intention to quit. Objectives of the work: 1. to define sustainable human resources management by examining the concept and content of sustainable human resources management; 2. to identify the impact of sustainable human resource management on employee well-being, behaviour, and intentions to quit; 3. to develop a theoretical model of the impact of sustainable human resource management on employee well-being, behaviour, and intention to quit; 4. to substantiate the methodological approach to the impact of sustainable human resource management on employee well-being, behaviour, and intention to quit and develop a research methodology; 5. to empirically assess the impact of sustainable human resource management on employee well-being, behaviour, and intention to quit. In the first part of the work, the analysis and description of the scientific problem is performed. The second part describes the literature on sustainable human resource management, employee well-being, behaviour, and intention to quit, and develops a theoretical model. The third part describes the scope and purpose of the empirical research, methodology and research structure of the chosen research method. The fourth part consists of the analysis of the survey results, econometric analysis and theoretical evaluation of the model. This also includes presenting and summarizing the results. The study involved 213 respondents, of whom 39.44 percent were nursing professionals. (84 persons), doctors - 27.23 percent. (58 persons), other medical staff - 33.33 percent. (71 persons). The study found that sustainable human resource management is associated with statistically significant relationships with variables: employee stress, burnout, work-family conflict, organizational commitment, organizational civic behaviour, and intention to leave work. And the fact that sustainable human resource management influences these factors. |
