Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Reviews Review Faculty Publications- Reviews Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Mediating and moderating variables of employee relations and sustainable organizations: a systematic literature review and future research agenda Subject The topic of the resource Conceptual framework; Employee relations; Mediating variables; Moderating variables; Sustainable organizations Description An account of the resource Purpose: This study aims to perform a systematic literature review to organize the abundance of information on employee relations (ER) and sustainable organizations. Moreover, this study identifies the research gaps by investigating the review of ER mediating and moderating variables and the relationship between ER and sustainable organizations. Design/methodology/approach: This study is based on the systematic literature review methodology involving 257 studies in the final stage. The Scopus and Google Scholar databases with search criteria employee relations and employee relations and sustainable organization were used to achieve the research objective. After applying inclusion and exclusion criteria, researchers come to the distribution of the articles based on the subthemes, geographical region, types of methods, top authors with affiliation and complete research articles based on the citation. In the final stage, this study concluded with the conceptual model comprising mediators and moderators of ER as well as the mediating and moderating variables of the relationship between ER and sustainable organizations. Findings: The reviewed literature shows that employee relation is an optimal strategy for retaining employees via proper disclosure of human resources (HRs) and ER Index. This study included the top six publishers, namely, Emerald, Elsevier, Sage, Springer, Taylor and Francis and Wiley Online Library, to do an exhaustive review on a specific topic. The findings indicate that after COVID-19, the ER index, HR disclosures and the sustainability of ER are among the new and required paradigm shifts needed to manage a crisis impact and perform productively. The mediator and moderator variables that can improve employeeemployer relationships are organizational trusts, organizational justice, perceived job satisfaction, organizational structure and firm ownership. On the other hand, variables that mediate and moderate the relationship between ER and sustainable organizations are organizational climate, organization trust, organization culture, perceived organization support, psychological empowerment, firm ownership, leadership behavior and attitude, respectively. The findings concluded that harmonious and cordial ER are pertinent in building sustainable organizations and accomplishing organizational goals. Practical implications: The mediating and moderating variables that have been identified can be helpful for enthusiastic researchers in contributing to empirical research. Practitioners and managers can use the findings in making an effective organizational model that develops good employeeemployer relationships and helps create a culture of trust and harmony. This study focuses on exploring the variables of ER, which strengthens employeeemployer relationships and supports organizations to stay agile and attain sustainability to endure in the future. Originality/value: This study insights on the specific mediating and moderating variables of ER and sustainable organizations. Till date, studies exploring constructs of ER and sustainable organizations are still in deficit. Better employee relation reflects and leads to a more resilient organization. Future researchers should explore the connection between pandemics and ER which is done insufficiently in the present time. 2022, Emerald Publishing Limited. Creator An entity primarily responsible for making the resource Yadav R.; Chaudhary N.S.; Kumar D.; Saini D. Source A related resource from which the described resource is derived International Journal of Organizational Analysis, Vol-31, No. 7, pp. 3023-3050. Publisher An entity responsible for making the resource available Emerald Publishing Date A point or period of time associated with an event in the lifecycle of the resource 2023-01-01 Identifier An unambiguous reference to the resource within a given context <a href="https://doi.org/10.1108/IJOA-12-2021-3091" target="_blank" rel="noreferrer noopener">https://doi.org/10.1108/IJOA-12-2021-3091</a> <br /><br /><a href="https://www.scopus.com/inward/record.uri?eid=2-s2.0-85136016705&amp;doi=10.1108%2FIJOA-12-2021-3091&amp;partnerID=40&amp;md5=b847b62f0043357cad00a414fed6466a" target="_blank" rel="noreferrer noopener">https://www.scopus.com/inward/record.uri?eid=2-s2.0-85136016705&amp;doi=10.1108%2fIJOA-12-2021-3091&amp;partnerID=40&amp;md5=b847b62f0043357cad00a414fed6466a</a> Rights Information about rights held in and over the resource Restricted Access Relation A related resource ISSN: 19348835 Format The file format, physical medium, or dimensions of the resource Online Language A language of the resource English Type The nature or genre of the resource Review Coverage The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant Yadav R., School of Business and Management, CHRIST (Deemed to be University), Bangalore, India; Chaudhary N.S., Soil School of Business Design, Gurugram, India; Kumar D., Department of Management Studies, Delhi College of Technology and Management, Palwal, India; Saini D., Indian Institute of Management, Raipur, India