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Article Citation - WoS: 13Citation - Scopus: 16Sustainable Human Resource Management and Job Satisfaction-Unlocking the Power of Organizational Identification: a Cross-Cultural Perspective From 54 Countries(Wiley, 2024) Wojtczuk-Turek, Agnieszka; Turek, Dariusz; Edgar, Fiona; Klein, Howard J.; Bosak, Janine; Okay-Somerville, Belgin; Karamustafa-Kose, GueldemSustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well-being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country-level individualism-collectivism. Thus, we suggest national culture functions as a second-level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi-level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.Article Self-Efficacy as the Saviour: Defending Psychological Well-Being against the Destructive Power of Social Undermining(Inderscience Enterprises Ltd, 2026) Tosun, Burcu; Basim, Hamdullah Nejat; Kibaroglu, Gamze GunerEmployee psychological well-being is crucial for fostering a positive work environment and ensuring organisational success. Social undermining, which disrupts workplace relationships, often leads to stress, anxiety, and burnout. However, self-efficacy - the belief in one's ability to successfully perform tasks - can help mitigate these adverse effects. This study investigates the detrimental impact of social undermining on employees' psychological well-being and examines the protective role of self-efficacy. Data were collected from 582 employees in the fast-moving consumer goods sector. The findings underscore the importance of prioritising psychological well-being in the workplace and reveal how self-efficacy can act as a buffer against the harmful effects of social undermining. By exploring the interplay between social undermining, self-efficacy, and psychological well-being, this study provides valuable insights into their influence on employee outcomes. Furthermore, the research highlights strategies for minimising the negative impact of undermining behaviours by co-workers and supervisors, thereby fostering a healthier work environment.
