Periods of recession and economic crisis pose great challenges to companies committed to quality of work and by extension to their human resources (HR) departments. The need for adjustments can be a great opportunity for the implementation of socially responsible labour practices for the wellbeing of employees and in line with sustainable development and sustainable development goals. This study analyses the effects of the interaction between different socially responsible human resource management labour practices on three variables of employee wellbeing: job satisfaction, job stress and trust in management. Prior to the application of various statistical models, a correlation analysis of labour practices is carried out. Two types of statistical models are used depending on the type of variable to be explained. The ordinal logit has been applied to variables ‘trust in management’ and ‘level of job stress,’ which are not continuous. And the linear regression model for the variable ‘job satisfaction,’ which is continuous. Based on the analysis of data from 1346 workers from the 2010 Quality of Life at Work Survey in Catalonia, the results show the effectiveness of the combination of applied practices related to personal quality of life aspects, such as work‐life balance, non‐discrimination or environmental workplace conditions, as a determining factor for generally increasing the wellbeing of employees in times of crisis. However, practices aimed at achieving greater employee involvement, are more effective when applied individually. The importance of job stability to increase employee wellbeing in times of crisis is to be highlighted.

中文翻译：

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危机中的可持续人力资源管理：负责任的社会责任劳动实践的互动

经济衰退和经济危机时期对致力于提高工作质量并扩展其人力资源（HR）部门的公司构成了巨大挑战。调整的需要可以为实施对员工的福祉并符合可持续发展和可持续发展目标的对社会负责的劳工实践提供一个很好的机会。这项研究分析了不同的社会责任型人力资源管理劳动实践之间的相互作用对员工福利的三个变量的影响：工作满意度，工作压力和对管理的信任。在应用各种统计模型之前，先对劳动行为进行相关分析。根据要解释的变量的类型，使用两种类型的统计模型。序数logit已应用于不连续的变量“对管理的信任”和“工作压力水平”。变量“工作满意度”的线性回归模型是连续的。根据对2010年加泰罗尼亚工作生活质量调查中1346名工人的数据进行的分析，结果表明，与个人生活质量相关的应用实践相结合的有效性，例如工作与生活的平衡，不歧视或环境工作场所条件，作为在危机时期总体上提高员工福祉的决定性因素。但是，单独使用时，旨在提高员工参与度的实践会更有效。需要强调的是，在危机时期，工作稳定对提高员工福利的重要性。