A Structural Model of the Impact of Sustainable Human Resource Management on Organizational Legitimacy: The Mediating Role of Employee Loyalty
Keywords:
Sustainable Human Resource Management, Organizational Legitimacy, Employee LoyaltyAbstract
The present study aims to propose a structural model of the impact of sustainable human resource management (SHRM) on organizational legitimacy with the mediating role of employee loyalty. This research is applied in nature and employs a descriptive–correlational method. The statistical population includes employees of universities in Bonab County, totaling 194 individuals. Based on Cochran’s formula, a sample size of 129 participants was determined and selected through stratified random sampling. Data collection tools comprised standardized questionnaires: the Sustainable Human Resource Management Questionnaire by Nazari (2015), the Organizational Legitimacy Questionnaire by Elsbach (1994), and the Employee Loyalty Questionnaire by Ali and Al-Kazemi (2007). To examine the existence or absence of causal relationships among the research variables and assess the fit between the observed data and the conceptual model, the hypotheses were tested using structural equation modeling (SEM) and the Partial Least Squares method (PLS3). The findings revealed that sustainable human resource management has a significant effect on both organizational legitimacy and employee loyalty. Moreover, employee loyalty significantly impacts organizational legitimacy. Additionally, at a 99% confidence level, employee loyalty plays a mediating role in the relationship between sustainable human resource management and organizational legitimacy.
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Copyright (c) 2024 Mohammad Mahdi Binesh (Author); Jafar Beikzad
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