東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Generative Sustainability: A Human R...

Sagan, Michele Adelene,

Linked to FindBook

Google Book

Amazon

博客來

Generative Sustainability: A Human Resource Framework to Navigate the Future of Work /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Generative Sustainability: A Human Resource Framework to Navigate the Future of Work // Michele Adelene Sagan.
Author:	Sagan, Michele Adelene,
Description:	1 electronic resource (340 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 86-12, Section: A.
Contained By:	Dissertations Abstracts International86-12A.
Subject:	Climate change. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=32092339
ISBN:	9798283475264

Generative Sustainability: A Human Resource Framework to Navigate the Future of Work /
Sagan, Michele Adelene,

Generative Sustainability: A Human Resource Framework to Navigate the Future of Work /Michele Adelene Sagan. - 1 electronic resource (340 pages)

Source: Dissertations Abstracts International, Volume: 86-12, Section: A.

The Future of Work (FoW) has raised concerns about sustainability, leading to significant changes in the workplace. Key megatrends such automation displacing routine tasks, gig work transforming employer-employee contracts, remote and hybrid work impacting employee management, and environmental, social and governance (ESG) concerns driving various diversity, equity and inclusion (DEI), corporate social responsibility (CSR) and sustainability initiatives, are all impacting organisational and workforce resilience. As such, implementing future-proofed human resource management (HRM) practices can help navigate FoW challenges. Adopting an interpretivist-constructivist thinking, this research utilised a qualitative approach in the form of semi-structured interviews with 39 senior managers and human resource professionals from organisations implementing ESG, CSR and FOW practices. Data collected was then analysed through a qualitative analysis software.Proposing a unified framework for organisations to navigate FoW, it began by identifying the impact of the megatrends into the 4Ds namely Disruption, Disconnect, Discontent and Degradation and proposing the 4Ps of Profit, People, Purpose and Planet as a way forward in navigating the 4Ds. A Generative Growth approach was identified to manage the tensions between the Ps by leveraging on growth theory to move beyond a focus on economic expansion to one that incorporates sustainable and adaptive growth. This research has also proposed for the need of Generative Organisations that are able to develop generative capability, that of absorptive, adaptive and generative capacity, to navigate FOW. A Generative Organisation matrix is also identified to identify the traits of organisations that are able to drive holistic and sustainable outcomes and future-proof in the face of FOW. This leads to the development of the Generative HRM Framework covering key themes such as strategy and foresight, organisational design, policies and processes, leadership and culture, change management, and organisational learning and growth and extends the role of Generative Leadership in supporting Generative HRM initiatives for overall organisational success. Together, these theories form a unified framework that promotes sustainable development, adaptability, and long-term resilience and brings us to the final model, that of Generative Sustainability.Limitations to the study include the limited scope of comparison due to FoW's lack of clear definition on FoW, the diverse theoretical framework variations of StHRM and SuHRM, the cultural and contextual impact of the study which is only limited to the Malaysian context, the inability to measure the longitudinal impact of megatrends and the generalisability of the study. Future research could include conducting more empirical studies to identify generative HRM solutions in practice as well to examine the impact of different country and sector-based influences on developing generative solutions. It would also be useful to conduct quantitative studies to development measurement scales to identify the maturity levels of different organisations and HR departments that would fall into the various grids proposed in the Generative Organisation and Generative HRM frameworks. Finally, expanding the participant base in future studies to include a broader range of organisational roles and types, particularly from SMEs, is crucial to obtain a fuller picture of organisational dynamics and HRM effectiveness.

English

ISBN: 9798283475264Subjects--Topical Terms:

2079509
Climate change.

Generative Sustainability: A Human Resource Framework to Navigate the Future of Work /
LDR:04888nmm a22004213i 4500 001 2435235
005 20251001062519.5
006 m o d
007 cr|nu||||||||
008 261011s2025 miu||||||m |||||||eng d
020 $a 9798283475264
035 $a (MiAaPQD)AAI32092339
035 $a AAI32092339
040 $a MiAaPQD $b eng $c MiAaPQD $e rda
100 1 $a Sagan, Michele Adelene, $e author. $3 3825474
245 1 0 $a Generative Sustainability: A Human Resource Framework to Navigate the Future of Work / $c Michele Adelene Sagan.
264 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2025
300 $a 1 electronic resource (340 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 86-12, Section: A.
500 $a Advisors: Kaliannan, Maniam; Sim, Mandy.
502 $b Ph.D. $c University of Nottingham (United Kingdom) $d 2025.
520 $a The Future of Work (FoW) has raised concerns about sustainability, leading to significant changes in the workplace. Key megatrends such automation displacing routine tasks, gig work transforming employer-employee contracts, remote and hybrid work impacting employee management, and environmental, social and governance (ESG) concerns driving various diversity, equity and inclusion (DEI), corporate social responsibility (CSR) and sustainability initiatives, are all impacting organisational and workforce resilience. As such, implementing future-proofed human resource management (HRM) practices can help navigate FoW challenges. Adopting an interpretivist-constructivist thinking, this research utilised a qualitative approach in the form of semi-structured interviews with 39 senior managers and human resource professionals from organisations implementing ESG, CSR and FOW practices. Data collected was then analysed through a qualitative analysis software.Proposing a unified framework for organisations to navigate FoW, it began by identifying the impact of the megatrends into the 4Ds namely Disruption, Disconnect, Discontent and Degradation and proposing the 4Ps of Profit, People, Purpose and Planet as a way forward in navigating the 4Ds. A Generative Growth approach was identified to manage the tensions between the Ps by leveraging on growth theory to move beyond a focus on economic expansion to one that incorporates sustainable and adaptive growth. This research has also proposed for the need of Generative Organisations that are able to develop generative capability, that of absorptive, adaptive and generative capacity, to navigate FOW. A Generative Organisation matrix is also identified to identify the traits of organisations that are able to drive holistic and sustainable outcomes and future-proof in the face of FOW. This leads to the development of the Generative HRM Framework covering key themes such as strategy and foresight, organisational design, policies and processes, leadership and culture, change management, and organisational learning and growth and extends the role of Generative Leadership in supporting Generative HRM initiatives for overall organisational success. Together, these theories form a unified framework that promotes sustainable development, adaptability, and long-term resilience and brings us to the final model, that of Generative Sustainability.Limitations to the study include the limited scope of comparison due to FoW's lack of clear definition on FoW, the diverse theoretical framework variations of StHRM and SuHRM, the cultural and contextual impact of the study which is only limited to the Malaysian context, the inability to measure the longitudinal impact of megatrends and the generalisability of the study. Future research could include conducting more empirical studies to identify generative HRM solutions in practice as well to examine the impact of different country and sector-based influences on developing generative solutions. It would also be useful to conduct quantitative studies to development measurement scales to identify the maturity levels of different organisations and HR departments that would fall into the various grids proposed in the Generative Organisation and Generative HRM frameworks. Finally, expanding the participant base in future studies to include a broader range of organisational roles and types, particularly from SMEs, is crucial to obtain a fuller picture of organisational dynamics and HRM effectiveness.
546 $a English
590 $a School code: 0616
650 4 $a Climate change. $2 bicssc $3 2079509
650 4 $a COVID-19. $3 3554449
650 4 $a Information technology. $3 532993
650 4 $a Sustainability. $3 1029978
690 $a 0404
690 $a 0501
690 $a 0489
690 $a 0629
690 $a 0454
690 $a 0640
710 2 $a University of Nottingham (United Kingdom). $e degree granting institution. $3 3824203
720 1 $a Kaliannan, Maniam $e degree supervisor.
720 1 $a Sim, Mandy $e degree supervisor.
773 0 $t Dissertations Abstracts International $g 86-12A.
790 $a 0616
791 $a Ph.D.
792 $a 2025
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=32092339