Evidence-based approaches to management receive support from both academics and practitioners, with momentum for this growing as research-practice gaps widen. Knowledge transmission is central to research-practice gaps with ‘knowledge lost before translation’ and ‘knowledge lost in translation’ identified as two areas of concern. To enhance communication channels between academia and practitioners, these gaps require illumination. This study analyzes research and practice literatures connected to the corporate social responsibility/sustainability (CSR/S) and human resource management (HRM) nexus. Findings show there exists broad consensus across these literatures about outcomes (e.g. its salience to employee attraction, retention, involvement with sustainability and organizational performance). However, when it comes to potential approaches to integration (e.g. mechanisms through which CSR/S and sustainable HRM impact outcomes and the role played by contextual factors), research findings are not being disseminated to the practitioner community. This and other points of disjuncture, along with their implications for research and practice, are addressed in this paper.

以证据为基础的管理方法得到了学者和从业者的支持，随着研究与实践差距的扩大，这种势头越来越大。知识传播是研究实践差距的核心，“翻译前丢失的知识”和“翻译中丢失的知识”被确定为两个关注领域。为了加强学术界和从业者之间的沟通渠道，这些差距需要被阐明。本研究分析了与企业社会责任/可持续性 (CSR/S) 和人力资源管理 (HRM) 关系相关的研究和实践文献。调查结果表明，这些文献对结果（例如其对员工吸引力、保留、参与可持续性和组织绩效的重要性）存在广泛共识。然而，当谈到整合的潜在方法时（例如，企业社会责任/社会责任和可持续人力资源管理影响结果的机制以及背景因素所起的作用），研究结果并未传播给从业者社区。本文讨论了这一点和其他分离点，以及它们对研究和实践的影响。