Sustainable HRM as a contextual antecedent of organisational effectiveness – a moderated mediation model

Sustainable HRM signifies a paradigm shift in the way business processes are perceived in general and HRM in particular. The aim of the present study is to examine the influence of Sustainable HRM on organisational effectiveness and also to examine the interaction effects with reference to employer attractiveness and person organisation fit. The study has undertaken a conclusive research design and a survey instrument are used to collect data through five point Likert scale, using both web based and manual channels. Respondents were chosen based on purposive random sampling technique, from the select pharmaceutical companies in India. A total of 546 questionnaires are circulated among the select pharmaceutical companies in India and 322 completely filled responses were received, after terminating the improperly filled responses, thereby achieving the response rate of 58.97%. Some of the empirical insights, which can be drawn from the study, are that sustainable HRM practices have a significant impact in enhancing the organisational effectiveness. The study also suggests that employer attractiveness partially mediates the relationship between sustainable HRM and organisational effectiveness and person organisation fit acts as a moderator, thereby strengthening the relationship between sustainable HRM and employer attractiveness.