Abstract The effect of human resource management (HRM) on organizations and human resources is mainly explained by the perspective of mutual gain or that of conflicting outcomes. Recently, sustainable HRM is introduced as a perspective suggesting that HRM can benefit both organizations and individuals. However, sustainable HRM is still at an emerging phase. The paper defines the concept of sustainable HRM and explores the principles of sustainable HRM arguing that sustainable HRM allows reducing the negative impact of HRM on employees. Moreover, sustainable HRM fosters employee engagement in contributing to employees’ well-being. The empirical findings suggest that when the principles of sustainable HRM are more clearly expressed in the organizations, employees experience less work-related stress, work-family conflict, and burnout.

中文翻译：

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可持续的人力资源管理可以减轻与工作相关的压力，工作与家庭的冲突和倦怠吗？

摘要人力资源管理（HRM）对组织和人力资源的影响主要是从互惠互利或成果冲突的角度来解释的。最近，引入了可持续的人力资源管理作为一种观点，表明人力资源管理可以使组织和个人受益。但是，可持续的人力资源管理仍处于新兴阶段。本文定义了可持续HRM的概念，并探讨了可持续HRM的原理，认为可持续HRM可以减少HRM对员工的负面影响。此外，可持续的人力资源管理可以促进员工参与，促进员工的福祉。实证结果表明，当在组织中更清楚地表达可持续人力资源管理的原则时，员工所承受的与工作相关的压力，工作与家庭的冲突和倦怠就会减少。