2022/04/13 by Manu Sharma, Sunil Luthra, S. K. Joshi +2
Business, Management and Accounting · Engineering · Psychology · Social Sciences · #Business #Computer science #Confirmatory factor analysis #Digital Transformation in Industry #Economics #Employability #Employee engagement #Flexibility (engineering) #Human Resources and Workforce #Human resource management #Human resources #Job Satisfaction and Organizational Behavior #Knowledge management #Management #Marketing #Political science #Psychology #Public relations #Strategic human resource planning #Structural equation modeling
paper · doi:10.1108/ijm-02-2021-0085
openalex publication_date 2022/04/13 · crossref created 2022/04/13 · crossref issued 2022/04/14 · crossref published 2022/04/14 · crossref published-online 2022/04/14 · crossref published-print 2022/05/24 · crossref deposited 2025/07/24 · openalex created_date 2025/10/10 · crossref indexed 2026/08/05 · openalex updated_date 2026/08/06
Purpose The study aims to examine the influence of Sustainable Human Resource Management (SHRM) practices and Industry 4.0 Technologies (I4Te) adoption on the Employability Skills (ES) of the employees. The study has undertaken four major SHRM practices – Training (TR), Flexibility (FL), Employee Participation (EP) and Employee Empowerment (EE) to measure its impact on the ES along with I4Te. Design/methodology/approach A survey approach method was designed on the identified constructs from existing literature based on SHRM, I4Te and ES. The survey resulted into 198 valid responses. The study used confirmatory factor analysis (CFA) and structural equation modelling (SEM) using SPSS 25.0 and AMOS 25.0 for constructs validation and hypothesis testing. Findings The current study reveals that all the four SHRM practices (TR, FL, EP and EE) along with I4Te directly influence ES in the organisation. The I4Te along with the SHRM practices may bring enhancement in the skills and competencies of the employees that is the requirement of future organisations. Practical implications Considering the results, the SHRM practices aligned with I4Te may directly influence the employee's ES including core skills, IT skills and personal attributes. The SHRM practices in the organisation will enhance the opportunities for the employees and bring long-term association with the employees. Social implications For the development of the economy and the individual, the SHRM practices need to conduct themselves in more socially responsible ways along with the I4Te to enhance the ES of the employees. The individual development will bring sustainable behavioural changes in the employees. Originality/value There has been no research conducted on exploring SHRM, I4Te and ES together. This is the pioneer in the HRM fields that explores the interrelationships and influence amongst the five constructs undertaken in the study.