A Comparison Between Content and Black-Box HRM Performance Studies: From Direct Relationships to Psychological Theory

Hameed, Athar; Suleiman, Ebi Shahrin; Kohar, Umar Haiyat Abdul; Akram, Muhammad Wasim

doi:10.1166/asl.2017.10002

Cited by 2 publications

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“…The study also hypothesized that gratitude could reduce employees' job stress levels. This hypothesis was supported by the broaden and build theory of emotions (Fredrickson, 2001), and prior evidence which shows that gratitude is linked with perceived stress levels (Hameed et al, 2017;Lee et al, 2018;Valikhani et al, 2019). These hypotheses are representative of a probable mediating influence of gratitude between benevolent HRM attributions and reduced job stress levels.…”

Section: Influence Of Gratitude In the Relationship Between Benevolen...mentioning

confidence: 53%

The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude

Hameed

Khwaja

2022

Journal of General Management

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Workplace stress can cause serious physical and mental illness and result in billions of dollars in lost productivity every year. Researchers have called for the development of frameworks through which Human Resource Management (HRM) practices can reduce employee stress. Building on HRM attribution theory, this study builds a framework based on benevolent HRM attributions. Benevolent HRM attributions are employee beliefs that their management has enacted HRM practices to support their performance ( performance HRM attributions) and improve their well-being ( well-being HRM attributions). This study examined if both benevolent HRM attributions engender employee gratitude, which in turn may reduce their general job stress levels. Respondents of the study were chosen from the telecom sector of Pakistan as they operate in a high stress inducing environment. The theoretically based causal associations were examined by employing the structural equation modeling (SEM) method. The results confirmed the hypotheses and also showed that both benevolent HRM attributions reduce employees’ job stress with the mediating influence of gratitude. The theoretical and practical implications of these findings are discussed as well.

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Section: Influence Of Gratitude In the Relationship Between Benevolen...mentioning

confidence: 53%

The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude

Hameed

Khwaja

2022

Journal of General Management

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“…Learning organisations committed to improve overall wellbeing of the employees tend to ensure that there are ample number of opportunities for growth and development (Hameed et al, 2017). Employees on the other hand should precisely perceive that the organisations are striving to grow, in which they will be creating opportunities for development of the employees.…”

Section: Benevolent Hrm Attributionsmentioning

confidence: 99%

“…In the organisational setting, unavoidable pressure exerted on an employee is referred as stress. Stress has been referred as worldwide epidemic by International Labour Organisation and World Health Organisation (Hameed et al, 2017;Hameed and Khwaja, 2022). Stress and pressure on the employees can have serious consequences as it effects psychological and physiological wellbeing of the employees.…”

Section: Introductionmentioning

confidence: 99%

“…Demo et al (2012) elucidated the importance of involvement HRM practices for boosting organisational and employee's performance. The achievement of wellbeing of the employees in the organisational sphere is projected and estimated by the employers; but due to intense work pressure, the employees are not able to cherish wellbeing (Hameed et al, 2017). In this case, involvement HRM practices and benevolent HRM attributions (BHRA) play a decisive role in increasing well-being of the employees (Malik et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

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Determining involvement HRM practices and benevolent HRM attributions' role in improving employees' engagement and reducing stress in sales-centric organisations

Khwaja,

Hameed,

Zaman

2024

IJKL

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Workplace stress has been characterised as a global occupational phenomenon that causes adverse organisational outcomes; including serious employee's illnesses and phenomenal productivity loss per annum. Human resource management (HRM) has always thrived to induce predefined work practices that support employee well-being in the organisations. The present study provides a framework on how HRM practices can augment employee wellbeing by reducing their stress levels. Involvement HRM practices and benevolent HRM attributions are portrayed to enhance employee gratitude, which in return results in alleviating employee stress and improving employee engagement levels. The data was collected from 298 respondents using survey questionnaire. Proportionate stratified random sampling was deployed and structural equation modelling (SEM) was executed for the determination of causal relationship among constructs. Results affirmed established theoretical foundations as strong causality existed among the constructs. The study provides HR practitioners a pathway of optimising organisational productivity and employee wellbeing.

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A Comparison Between Content and Black-Box HRM Performance Studies: From Direct Relationships to Psychological Theory

Cited by 2 publications

References 0 publications

The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude

The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude

Determining involvement HRM practices and benevolent HRM attributions' role in improving employees' engagement and reducing stress in sales-centric organisations

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