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<p>This study examines the extent to which sustainable human resource management (HRM) practices influence employee motivation, with an emphasis on their influence on organizational performance. A mixed-methods approach was used, integrating quantitative survey analysis with a qualitative study of scholarly literature. 496 genuine replies were obtained from 3,000 workers of top IT businesses. To investigate the suggested hypotheses, the quantitative analysis used multiple regression, Pearson correlation, and descriptive statistics. The findings show that employee motivation and sustainable HRM practices are significantly positively correlated, with green performance management being the most significant predictor. Employee motivation significantly influences organizational performance, accounting for 95% of the variance, according to regression research. Results show that while supportive corporate cultures that prioritize work-life balance and well-being reinforce performance outcomes, employee participation, empowerment, and sustainability-focused training increase motivation and engagement. The study calls for further longitudinal and comparative research to look at contextual differences and long-term consequences, while highlighting the significance of incorporating sustainable HRM practices to develop engaged employees and achieve long-term organizational success.</p>

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Sustainable HRM strategies and their impact on employee motivation: evidence from IT companies

  • 期刊论文

  • 发表日期：

    2026年4月27日

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  • M. Vindhya Kalyani,
  • J. Venkata Ramana,
  • V. S. Prasad Kandi

摘要

This study examines the extent to which sustainable human resource management (HRM) practices influence employee motivation, with an emphasis on their influence on organizational performance. A mixed-methods approach was used, integrating quantitative survey analysis with a qualitative study of scholarly literature. 496 genuine replies were obtained from 3,000 workers of top IT businesses. To investigate the suggested hypotheses, the quantitative analysis used multiple regression, Pearson correlation, and descriptive statistics. The findings show that employee motivation and sustainable HRM practices are significantly positively correlated, with green performance management being the most significant predictor. Employee motivation significantly influences organizational performance, accounting for 95% of the variance, according to regression research. Results show that while supportive corporate cultures that prioritize work-life balance and well-being reinforce performance outcomes, employee participation, empowerment, and sustainability-focused training increase motivation and engagement. The study calls for further longitudinal and comparative research to look at contextual differences and long-term consequences, while highlighting the significance of incorporating sustainable HRM practices to develop engaged employees and achieve long-term organizational success.