Remuneration Strategies in the New Normal

Bezuidenhout, Magda L.

doi:10.1007/978-3-031-09803-1_8

Cited by 1 publication

(2 citation statements)

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“…Present research not only expands organizational theory but also offers valuable insights to practitioners in various industries as it uncovers that employing HPWS in the new normal world of work may improve workforce's sustainability, well-being and career management – the three major challenges of recent times (Babapour Chafi et al. , 2022; Bezuidenhout, 2022; Shah et al. , 2023).…”

Section: Introductionmentioning

confidence: 86%

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Linking high-performance work systems and happiness at work: role of career aspiration and thriving

Qamar

Soomro

Kundi

2023

CDI

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PurposeThis study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.Design/methodology/approachThe study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.FindingsThe study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.Practical implicationsThe findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.Originality/valueThis is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.

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Section: Introductionmentioning

confidence: 86%

“…The existing literature on workplace happiness shows that organizational-level determinants of individual (employee) happiness at work have gained little scholarly attention. Moreover, despite the fragile nature of well-being (Bezuidenhout, 2022; Nimmi et al. , 2022) and career management of future workforce (Shah et al.…”

Section: Introductionmentioning

confidence: 99%