Аңдатпа
Purpose In today’s dynamic business environment, Sustainable Human Resource Management has become a key factor in enhancing employee productivity. This study examines the impact of Sustainable Human Resource Management practices, including Care of employees, Flexibility, Care of Environment, Equity and Diversity, and Employee Development and Training, on employee productivity in Kazakhstan’s quasi-governmental sector. Special attention is given to the moderating role of employee engagement, which may strengthen or weaken the influence of these human resources initiatives on productivity. Design/methodology/approach The empirical analysis is based on a survey of 1,068 employees from four Kazakhstani quasi-governmental organizations. The data were analyzed using correlation and regression analysis. Findings The results confirmed a significant positive relationship between Care of employees, Care of Environment, and Equity and Diversity with employee productivity, whereas no significant relationship was found between Flexibility, Employee Development and Training, and productivity. Additionally, employee engagement negatively moderated the relationship between Care of employees, Care of Environment, Equity and Diversity, and productivity, but no significant moderating effect was observed for Flexibility and Employee Development and Training. Practical implications These findings contribute to the existing literature on Sustainable Human Resource Management and productivity and have practical implications for human resources professionals in the quasi-governmental sector. The study highlights the importance of adapting human resources strategies based on employee engagement levels to enhance productivity and achieve sustainable organizational growth. Originality/value The novelty of this study lies in the use of a contextually adapted combination of indicators reflecting sustainable human resources practices and an analysis of their impact on employee productivity. Furthermore, academic literature lacks research on this topic within the Kazakhstani context, particularly in the quasi-governmental sector. This study thus provides a significant and timely contribution to the advancement of human resources practices in this sector.