Agnieszka Wojtczuk‐TurekDariusz TurekFiona EdgarHoward J. KleinJanine BosakBelgin Okay‐SomervilleNa FuSabine RaederPaweł JurekAnna Lupina‐WegenerZuzana DvorakovaFrancisca Gutiérrez‐CroccoAleksandra KekkonenPedro I. LeivaLenka MynaříkováMercedes Sánchez‐ApellánizImran ShafiqueBassam Samir Al‐RomeedySerena WeePatrick DunlopFlorence StinglhamberGaëtane CaesensAdriana CaldanaMarina Greghi SticcaValentin VasilevMartin LauzierGuillaume DesjardinsGangfeng ZhangLe TanLady Brigitte Galvez‐SierraErico Rentería PérezSrećko GoićIvana TadićDagmar CharvátováMarek BotekDorthe Høj JensenDayamy Lima RojasSegundo Gonzalo Pazmay RamosPiret MassoMaria JärlströmNicolas GilletTiphaine Huyghebaert‐ZouaghiMaia RobakidzeKhatuna MartskvishviliAngela R. DorroughMarc JekelCarolin HäffnerA. Timur SevincerElias Kodjo KekesiCollins Badu AgyemangEleni AposporiJerin JoseAlice SalenduArum EtikarienaHarry SusiantoBertina SjabadhyniShera MalayeriMasoumeh SeydiMary KinahanAlon LisakMarco Giovanni MarianiMarco SalvatiSilvia MoscatelliEleonora CrapolicchioClaudia ManziAkihito ShimazuHiroshi IkedaRita ŽukauskienėGoda KaniušonytėGottfried CataniaMary Anne LauriSergio Manuel Madero GómezDenise FernandoKlaske VethSandesh DhakalNataliya PodgorodnichenkoAbiodun LawalMarius Duhović HafstadAna ReateguiOswaldo Morales TristánDivina M. EdralinSusana SchmitzJoana NetoFélix NetoBoris PopovJasna Milošević ĐorđevićVladimir MihićAnna KalistovaIvana PiterováClaude‐Hélène MayerMaría José Charlo MolinaRuwan RanasingheTesora Nakchedi‐OoftRosita SobhieMösli MatteoJennifer ChavanovanichNarumol PetchthipSerdar KarabatiGülçin AkbaşBeril TurkogluTetiana ShkodaOleksandr SavychMagdalena MosanyaPablo Pérez de LeónJavier Labarthe‐CarraraCeri PhelpsKatie SullivanPaul HutchingsDariusz DanilewiczRafał ŁabędzkiGüldem Karamustafa‐Köse2024-09-202024-09-202024-05-101535-39581535-3966https://doi.org/10.1002/csr.2815https://cris.esan.edu.pe/handle/20.500.12640/433Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country‐level individualism–collectivism. Thus, we suggest national culture functions as a second‐level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi‐level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.enArtículo de revistahttp://purl.org/coar/access_right/c_abf2