THE ROLE OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT IN MAINTAINING EMPLOYEE WELL-BEING AND ORGANIZATIONAL COMMITMENT ON ERA CRISIS GEOPOLITICS GLOBAL IMPLICATIONS FOR SDGS 3 AND SDGS 16

Abstract

This study aims to analyze the role of Sustainable Human Resources Management in maintaining welfare employee And strengthen commitment organization, at a time evaluate the implications to achievement Sustainable Development Goals (SDGs) 3 (Good Health and Well-Being) And SDGs 16 (Peace, Justice, and Strong Institutions). In a number of week last increase instability geopolitics global, pressure economy international, as well as The dynamics of changes in the work environment have encouraged organizations to adopt a human resource management approach. Power man Which more sustainable And oriented on welfare employees. Although draft Sustainable Human Resources Management (S-HRM) the more develop In the management literature, empirical studies linking S-HRM practices with employee well-being and organizational commitment in the context of the global geopolitical crisis are still relatively limited. This use approach quantitative with method survey Which involving employees from various organization Which has apply practice management source Power human oriented sustainability. Data collected through questionnaire with scale Likert five points to measure      indicators of      Sustainable HRM practices , employee well-being,  and  organizational  commitment. Data analysis was conducted using multiple regression analysis and structural model testing to examine the relationships between variables within the research framework. Results study show that practice Sustainable Human Resources Management has a positive and significant effect on increasing employee well-being and organizational commitment. work–life balance, support health mental, development competence sustainable, as well as practice order manage organization Which ethical proven capable increase welfare employee psychology while strengthening their attachment to the organization. This study proposes the Sustainable HRM–Well-Being Commitment Framework as a conceptual contribution that explains the strategic mechanisms of S-HRM in strengthening employee well-being and organizational commitment amidst global uncertainty. These findings provide contribution theoretical for development literature Sustainable HRM as well as implications practical for organizations in designing sustainable HR management strategies that are aligned with achieving SDGs 3 and SDGs 16