Human resource management for peace and sustainability: A conceptual integration of HR practices using the TCCM and ADO frameworks

Abstract

This paper presents a structured conceptual model explaining how Human Resource Management (HRM) can serve as a strategic governance mechanism linking organizational peace and sustainability. Drawing on literature identified through Scopus and Web of Science and analyzed using the TCCM (Theory-Context-Characteristics-Methods) and ADO (Antecedents-Decisions-Outcomes), the study synthesizes dispersed insights across governance theory, capability theory, and sustainability scholarship. Organizational peace is conceptualized as a system-level condition characterized by legitimate conflict regulation and institutional stabilization, rather than as a re-labeling of organizational climate variables. The model proposes that HRM antecedents shape managerial decisions that embed conflict-regulation capacity, which in turn enables durable sustainability outcomes. By positioning peace as a mediating governance condition, the study offers an integrative theoretical framework intended to guide future empirical research and organizational policy design.