Well-being-oriented HRM configurations: diffusion, contingencies and outcomes

Sven Hauff · Marco Guerci · Silvia Gilardi

25 citations0/0 files storedEvidence-based HRM a Global Forum for Empirical Scholarship

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Job Satisfaction and Organizational Behavior Human Resource and Talent Management Workplace Health and Well-being

Abstract

Purpose While current human resource management (HRM) research on the relationship between HRM and employee well-being has focused on performance-oriented HRM (e.g. high-performance work practices), scholars have called to broaden the perspective and to explore HRM practices that are indeed well-being-oriented. The purpose of this paper is to analyze the empirical diffusion of well-being-oriented HRM configurations, the conditions in which these are used, and their associations with health, happiness and relational well-being. Design/methodology/approach Analyses are based on a probabilistic subsample of 1,364 employees in Germany. Employee data are used, since individual employees' perceptions of HRM practices are crucial for understanding the effects of HRM on employee well-being. Configurations of well-being-oriented HRM practices are identified using latent class analysis. Findings Findings show that (1) employees experience diverse configurations of well-being-oriented HRM practices, which differ in their investment levels and the specific practices used; (2) these configurations are contingent on organizational-level and individual-level characteristics and (3) these configurations have diverse associations with different well-being dimensions. Importantly, configurations characterized by higher investments are not always associated with higher well-being, and the highest well-being is associated with a configuration based on high investment in well-being-oriented HRM focused on support from supervisors. Originality/value This exploratory paper is the first to analyze configurations of well-being-oriented HRM practices. By focusing on well-being-oriented HRM it complements previous research which usually addresses how HRM systems designed to enhance performance affect employee well-being.

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2021The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools 2024Promoting employees’ retention and functional presenteeism through well-being oriented human resource management practices: the mediating role of work meaningfulness 2021RELATIONSHIP BETWEEN JOB PERFORMANCE, WELL-BEING, JUSTICE, AND ORGANIZATIONAL SUPPORT: A MULTILEVEL PERSPECTIVE

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