High-performance work practices and employee wellbeing: organizational identification as a mediator

Frontiers in Psychology

Psychology

Stefan Santokhie¹  Sofia Smith¹  Denise Salin¹  Chris Stride² 

[1] Department of Management and Organisation, Hanken School of Economics, Helsinki, Finland;Institute of Work Psychology, SUMS, University of Sheffield, Sheffield, United Kingdom;

关键词: engagement;    high-performance work practices;    organizational identification;    wellbeing;    workplace bullying;   

DOI  :  10.3389/fpsyg.2023.1175344

 received in 2023-02-27, accepted in 2023-07-11,  发布年份 2023

来源: Frontiers

【 摘 要 】

AimThe aim of this study was to examine how high-performance work practices affect engagement and workplace bullying, two different aspects of employee wellbeing. Furthermore, the study sought to examine the potential mediating role of organizational identification in these relationships.Method A two-wave survey study (n = 213) was conducted among psychologists in Finland.ResultsThe results showed that high-performance work practices (HPWPs) were positively associated with engagement and negatively associated with the risk of workplace bullying. Moreover, organizational identification acted as mediator of the HPWPs-engagement relationship, though alongside the significant indirect effect via organizational identification there was also a significant direct effect of HPWPs on engagement.DiscussionThe study adds knowledge to ongoing debates on whether HPWPs support or undermine employee wellbeing. In particular, it extends our understanding of the association between HPWPs and relationship wellbeing, a topic that has so far received scant attention. Furthermore, the study advances our understanding of explanatory mechanisms in the HPWPs-engagement relationship and points to the importance of organizational identification for explaining why HPWPs lead to higher engagement.

【 授权许可】

Unknown   
Copyright © 2023 Salin, Stride, Smith and Santokhie.