Mutual Gains? Health-Related HRM, Collective Well-Being and Organizational Performance
Mutual Gains? Health-Related HRM, Collective Well-Being and Organizational Performance
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DOI：
10.1111/joms.12446
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发表时间：
2019-09-01
影响因子：
10.5
通讯作者：
Bruch, Heike
中科院分区：
文献类型：
--
作者：
Huettermann, Hendrik;Bruch, Heike
关于人力资源管理对员工心理健康影响的研究，目前尚无定论。此外，以前的工作仍然不清楚，是否人力资源的做法，特别是旨在提高员工的福祉也有利于组织的业绩。本研究以信号传递理论和资源守恒理论为基础，探讨了健康相关人力资源管理（HHRM）、员工集体幸福感（包括集体情绪耗竭和集体投入）与组织绩效之间的关系。对88个组织的高层管理团队成员、人力资源代表和15,952名员工进行的多源实地研究的结果显示，HHRM与员工集体幸福感之间存在正向的间接关系，这是由员工的积极压力心态介导的。此外，我们发现这种积极的间接关联取决于组织中的变革型领导气氛的水平。最后，我们的研究结果还表明，人力资源管理和公司绩效之间的正向间接关系，通过员工的积极压力心态和集体参与介导。
Research on the effects of HR management on employees' psychological well-being has yielded inconclusive results. Moreover, prior works remain unclear on whether human resource practices specifically aimed at enhancing employee well-being also benefit organizational performance. Building on signaling theory and conservation of resources theory, our study investigates the relationship between health-related human resource management (HHRM), employees' collective well-being (in terms of collective emotional exhaustion and collective engagement) and organizational performance. Results from a multi-source field study of top management team members, HR representatives, and 15,952 employees in 88 organizations reveal a positive indirect relationship between HHRM and employees' collective well-being, which is mediated by employees' positive stress mindset. In addition, we find this positive indirect association to depend on the level of transformational leadership climate in organizations. Finally, our findings also show a positive indirect relationship between HHRM and company performance, mediated by employees' positive stress mindset and collective engagement.