Abstract

Nowadays, regulatory pressures and competitive drives seem to put organizations in need of integrating ESG criteria and adopting advanced digital technologies. Organizations are increasingly aligning their strategies with this twin transformation. Although digitalization is proving to be able to offer new opportunities for enhancing corporate sustainability, the adoption of intelligent technologies may turn out not to be in line with the sustainability corporate goals from a practical point of view. This may depend on how people manage, accept, and face these changes. Consequently, HRM seems to play a pivotal role in supporting the twin transition of the entire organization and its practices, processes, and policies. However, there is still a literature gap in understanding the specific contributions of intelligent HRM to corporate sustainability with a particular focus on the environmental, social (and human), and governance (ESG) dimensions. This research work aims to address this gap by conducting a systematic literature review (SLR) to assess how intelligent HRM contributes to corporate sustainability throughout ESG dimensions. The study showed that the intelligent HRM contribution towards sustainability seems to be direct or mediated/indirect concerning each ESG dimension and also it seems to vary along two dimensions: direction (positive or negative) and intensity (high or low). The theoretical framework proposed is expected to have great implications for both scholars and practitioners.

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