Opportunities & Challenges of Common Good Human Resource Management in Achieving Sustainability: A Scoping Review.

Abstract

Abstract: In response to increasing economic, social, and environmental challenges, the United Nations’ 2030 Agenda forSustainable Development has emphasized the need for more responsible and human-centered business practices.Consequently, human resource management (HRM) scholarship has increasingly incorporated sustainability frameworks,leading to the development of common good human resource management (CGHRM). This study offers a comprehensivescoping review that explores the conceptual foundations of sustainability, traces the evolution of human resourcemanagement (HRM) toward a common good orientation, and assesses the opportunities, challenges, and implementationstrategies associated with CGHRM in advancing sustainable development. Grounded in sustainability theory, the traditionof the common good, the Ability–Motivation–Opportunity (AMO) framework, and Corporate Social Responsibility (CSR)theory, the review synthesizes interdisciplinary literature on sustainable HRM, green HRM, and socially responsible HRM.Employing established scoping review methodologies, the study systematically identifies, selects, and analyses relevantpeer-reviewed research to map the current state of knowledge. Findings indicate that common good (CGHRM) signifies anotable shift from traditional, efficiency-focused HRM models toward an “outside-in” approach that emphasizes societalwell-being, human dignity, solidarity, and alignment with the sustainable development goals. Evidence suggests thatcommon good (CGHRM) can enhance employee resilience, ethical conduct, engagement, and meaningful work, therebycontributing to both organizational and societal sustainability. Nonetheless, challenges such as resistance to change,resource limitations, conceptual ambiguity, and measurement difficulties present barriers to widespread implementation.The review concludes that common good (CGHRM) has significant potential as a transformative, sustainability-orientedHRM paradigm. Achieving its full impact will require further theoretical development, the establishment of robust metrics,and extensive empirical validation across diverse organizational contexts.