Human resource management systems, employee well‐being, and firm performance from the mutual gains and critical perspectives: The well‐being paradox

Ho, Hoang; Kuvaas, Bård

doi:10.1002/hrm.21990

Cited by 140 publications

(179 citation statements)

References 87 publications

Supporting

Mentioning

148

Contrasting

Unclassified

Order By: Relevance

“…First, drawing on the COR theory, we investigated whether and how guanxi HRM practice affects employees' occupational well-being. The present study is meaningful because most research regarding HRM has focused on the financial return [44,82]. Furthermore, this research enhances our knowledge of the negative effects of guanxi HRM practice, which is widely implemented in Chinese organizations.…”

Section: Theoretical Implicationsmentioning

confidence: 59%

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Xie

Tang

2020

IJERPH

View full text Add to dashboard Cite

Chinese employees may experience and respond to guanxi human resource management (HRM) practice (e.g., recruiting, selecting, inducting and appraising employees based on personal relationships). Little has been done to examine the linkage between guanxi HRM practice and employees’ occupational well-being. This study investigates the psychological process of how guanxi HRM practice affects employees’ occupational well-being. The theoretical model of this study proposes that employee psychological safety mediates the relationship between guanxi HRM practice and occupational well-being, while collectivistic team culture moderates the relationship between guanxi HRM practice and psychological safety. Multi-level data from 297 employees nested within 42 teams support all hypotheses. This study reveals the cross-level effects of guanxi HRM practice and providing practical suggestions for future research on psychologically safe and healthy work environments.

show abstract

Section: Theoretical Implicationsmentioning

confidence: 59%

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Xie

Tang

2020

IJERPH

View full text Add to dashboard Cite

show abstract

“…Poor sense of well-being will result in increased health insurance costs and lower productivity. Therefore, it is necessary for companies to understand how their programs impact an employee’s well-being [ 31 ].…”

Section: Literature Reviewmentioning

confidence: 99%

The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing

Zhou

Rasool

2020

Healthcare

View full text Add to dashboard Cite

It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.

show abstract

“…Research on polychronicity also indicated that person-environment fit was a primary predictive variable for some psychological motivation variables, such as organizational commitment, job satisfaction, and well-being [11,19,33,34]. Nerstad et al [28] discovered that when an individual, supervisors, and team members showed higher polychronicity, the individual was more willing to make an effort, present higher vitality and concentration, agree with organizational objectives, and acquire higher performance evaluations from supervisors and members, even though the surveyed organization was not a multitasking organization.…”

Section: The Mediation Role Of Well-beingmentioning

confidence: 99%

Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Gao

Wang

et al. 2020

IJERPH

View full text Add to dashboard Cite

Polychronicity refers to the preference of some individuals to structure their time in order to deal with multiple tasks simultaneously in a short period of time. Past research regarding the correlation between individual polychronicity and performance presented distinct arguments. Although most studies supported a positive correlation with performance, empirical findings showed inconsistent results, indicating the presence of other influencing factors. According to the person–environment fit theory and self-determination theory, the effect of polychronicity on job performance was verified and the mediation effect of well-being was tested in this study. Dual-mode questionnaires were collected from 532 subordinators and their direct supervisors in 98 chain restaurants and hierarchical regression analysis was performed to test the research hypotheses. The results showed that polychronicity positively affected well-being, that is, well-being was a full mediator between polychronicity and job performance. This study provides valuable insight for managers to understand employee polychronicity and, in turn, improve their well-being, which could help improve job performance.

show abstract

Human resource management systems, employee well‐being, and firm performance from the mutual gains and critical perspectives: The well‐being paradox

Cited by 140 publications

References 87 publications

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing

Exploring Links between Polychronicity and Job Performance from the Person–Environment Fit Perspective—The Mediating Role of Well-Being

Contact Info

Product

Resources

About