To achieve sustainable development, research has indicated that organizations and individuals should be aware of the significance of sustainable human resource management (HRM) practices. However, relatively little research has investigated individual outcomes. This study links sustainable HRM practices with an important individual outcome: career growth. Using social cognitive career theory, this study investigated psychological capital and career growth as beneficial outcomes of sustainable HRM practices, proposing person–organization (P‐O) fit as a key boundary condition. Based on time‐lagged survey data collected from a Chinese company, the study found that sustainable HRM practices could significantly promote psychological capital and career growth. Moreover, P‐O fit magnified the beneficial impact of sustainable HRM practices on psychological capital while further moderating the mediating effect of psychological capital. When P‐O fit was high, the effects of sustainable HRM practices on psychological capital and career growth were stronger. In addition, we discussed theoretical contributions and practical implications.

Bao Cheng

Xiaotong Yu

Category	Quartile
管理学	3
管理学, 劳动关系学	4
管理学, 管理学	4

Promoting employee career growth: the benefits of sustainable human resource management

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