Identifying the factors preventing the implementation of Sustainable Human Resources Management: (A Study Case of Iran Securities and Exchange Organization, Iran Energy Exchange and Iran Mercantile Exchange)

Sustainable Human Resource Management (SHRM), as a new paradigm, has been one of the most important trends in HRM research in recent years. Human resource sustainability encompasses sustainability in three areas: Economic, Social and Environmental. Some studies show that sustainable HRM has not yet reached the implementation stage in Iran Securities and Exchange Organization, Iran Energy Exchange and Iran Mercantile Exchange as securities and exchange organizations in Iranian capital market; therefore, this study aims to support the application of this paradigm in these organizations by focusing on the social dimension. Methodology This research adopted a qualitative approach and was conducted using the "thematic analysis" research method. Data were collected through 16 semi-structured interviews involving a total of sixteen experts of HR and financial managers in three organizations. Ninety key points were extracted from the text of the interviews. Then, 5 main themes and 20 subthemes were extracted. At the end, the analysis of the themes was presented according to the conditions and context of the studied organizations. The results show that the attitude of the managers in the studied organizations plays a very important role in preventing the implementation of sustainable HRM. Also, other social, welfare and environmental inhibiting factors, such as governance policies, public culture and also the atmosphere in Iranian capital market, were also influential in this field and therefore were analyzed.