Browsing by Author "Cooke, Fang Lee"
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Item Open Access Achieving sustainable development goals through common-good HRM: Context, approach and practice(SAGE, 2024-05-04) Aust, Ina; Cooke, Fang Lee; Muller-Camen, Michael; Wood, GeoffreyThis introduction to the special issue Achieving Sustainable Development Goals through Common-Good HRM: Context, approach and practice draws the links between the United Nations Sustainable Development Goals (SDGs), the concept of Common-Good HRM and the practice of human resource management (HRM) to extend intellectual and empirical insights into this important field. Particular attention is accorded to the collective social and environmental dimensions of SDGs and the place of HRM in contributing to the ‘common good’ within and beyond the workplace. Firms may create space and incentives for HRM to promote sustainability, or actively work to constrain meaningful action in this regard. This collection brings together a broad cross-section of articles dealing with the SDGs and HRM, identifying emerging common ground and contestation as a basis for future HRM theory building, empirical enquiry and practice.Item Open Access Building sustainable societies through human-centred human resource management: emerging issues and research opportunities(Taylor and Francis, 2022-01-17) Cooke, Fang Lee; Dickmann, Michael; Parry, EmmaIn this paper, we argue that adopting a human-centred approach to human resource management (HRM) will contribute to building sustainable workforces, organizations, communities and societies against a backdrop of a global pandemic and political and economic uncertainty. The economic and social cost of the pandemic will continue to be felt for years to come, and the road to recovery should be human-centred and sustainable, with built-in climate actions as part of the socio-economic rejuvenation programme. We draw on several cross-cutting themes to illustrate how the use of digital technology and how remote working, for example, may impact workers from different socio-economic backgrounds in diverse ways. We call for researchers to engage in in-depth qualitative research to identify new phenomena related to work and HRM in the context of accelerating adoption of digital technology and post-Covid recovery to explore power dynamics and forms of exclusion in the labour market and workplaces. Findings of these studies can contribute to positive policy actions to prevent the exacerbation of existing socio-economic inequality and exclusion. They will also contribute to new ways of conceptualizing HRM models and practices and extending HRM theories.Item Open Access Developing organizations’ dynamic capabilities and employee mental health in the face of heightened geopolitical tensions, polarized societies and grand societal challenges(Taylor and Francis, 2024-02-21) Cooke, Fang Lee; Dickmann, Michael; Parry, EmmaThe year 2023 witnessed intensified geopolitical tensions, military conflicts, and international economic sanctions, with heightened risks and uncertainties for businesses, especially multinational enterprises. In this editorial for 2024, we focus on two phenomena—international sanction and mental health—as critical issues for human resource management research and practice. These two issues are closely related to the United Nations Sustainable Development Goals (Goal 3: Good health and wellbeing and Goal 16: Peace, justice and strong institutions). We draw on dynamic capability theory to illustrate how organizations can develop corporate capabilities to survive and thrive in a volatile global business environment. We suggest sets of research questions to inform policy decisions and practice. We also outline practical implications for human resource professionals.Item Open Access IJHRM after 30 years: taking stock in times of COVID-19 and looking towards the future of HR research(Taylor & Francis, 2020-10-19) Cooke, Fang Lee; Dickmann, Michael; Parry, EmmaIn this paper, we take stock of what The International Journal of Human Resource Management (IJHRM) has achieved in the past 30 years since its inception in 1990. By analyzing the publication trends indicated by keywords, we find that research published in IJHRM has shifted from a collective focus with institutional implications towards more individual concerns with organizational implications with relevance to HRM practices. We present research theme and approaches that distinguish IJHRM from other HRM journals, and offer suggestions of what we see as some of the important issues for future research that will take us beyond the current trajectory of HRM studies.