Over the past two decades, technological developments, globalization, and several other competitive challenges have caused dramatic changes within and across organizations in their decision-making. These concerns have resulted in a lasting impact on human resource management, both at functional and strategic standpoints. The present study considers “corporate sustainability perceptions” and “ethical leadership” as contextual antecedents and “voice behavior,” “employer attractiveness,” and “reduced turnover intentions” as consequences. Further, the intervening effects of “person organization fit,” “trust in management and moral identity” are analyzed. Out of total 498 respondents to whom the questionnaire is circulated to, the authors received 312 completely filled responses, reflecting a response rate of 62.65 percent. The study adopts casual research design with convenience sampling technique. Our findings shed light on the statistical and practical implications by providing suggestive measures for the organizations, to implement sustainable human resource management practices.