The Effect of Sustainable Human Resource Management on the Sustainable Competitive Advantage in the University of Gondar: Serial Mediation Role of Organizational Justice and Wellbeing

Abstract

Strategic HRM researchers have been increasingly diverted from traditional HRM approach to Sustainable HRM (S-HRM) as a new strategic view to enhance Sustainable Competitive Advantage (SCA) of institutions. But most of studies focused from inside-out or economic-centered while common good sustainable approach initiated from outside-in approach that focuses on the variables such as Well Being (WB) and Organizational Justice (OJ) to achieve ecological, economic and social goals. From integration of social exchange theory, which focuses on the exchange of sustainable HRM practices of organization and perceived social (organizational justice) and individual (wellbeing), and resource-based view, which focus on the stock of wellbeing is a source of sustainable competitive advantage, to show the serial mediation of OJ and Wellbeing between sustainable HRM and SCA. We analyzed the data collected from 276 employees of university of Gondar using jamovi software and partial least square approach of structural equation model as it holds sample size that it’s alternative. The finds revealed that the sequential role of justice and well-being between S-HRM to SCA (IE1, β = 0.012, p = 0.010); the effect of S-HRM on SCA mediated solely through OJ (IE2, β = 0.118, p < 0.001) the mediating role of WB (IE3, β = 0.039, p = 0.009) between S-HRM and SCA. Accordingly, we recommended that serial mediation of WB and OJ between S-HRM and SCA using SET an RBV theories to solve sustainability goal complex and strategic perspective of HEIs. To enhance competitiveness, HEIs should have better to enhance OJ and WB.