Do Organizational Virtues Enhance Work Well-being? The Mediator Role of HRM Practices

Abstract

Context: over the last decades, positive psychology has brought up the need for research on positive emotions and attitudes, such as organizational virtues and well-being at work. Moreover, there is evidence that virtues may influence the perception about human resource management practices, constituting a driver of well-being in work context. However, literature signalizes the gap regarding research models covering the relation between these three variables. Objective: this study aimed to evaluate the relation between organizational virtues and well-being at work, mediated by the perception of HRM practices. Methodology: the research is classified as quantitative, carried out through a survey, with 286 participants, using structural equation modeling through the JASP software. Results: results confirmed the partial mediation played by HRM practices in the proposed model, bringing a theoretical contribution by joining the three variables into a single model, with psychometric evidence of the strong prediction of organizational virtues on HRM practices and well-being at work. Conclusion: as a managerial implication, our findings compose a diagnosis that shed light on the relevance for managers in organizations to prioritize organizational virtues and HRM practices in order to enhance healthier work environments.

The nexus between green human resource management processes and the sustainability of educational institutions: the mediating effect of strategic excellence

“…Zibarras and Coan (2015) investigated how HRM practices promote organisational environmental behaviour. Several studies link HRM practices with developing employee capacities that allow change to reach sustainable and environmental goals (Demo et al, 2020). GHRM can enrich institutional sustainability (Pham et al, 2019a).…”