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Mutual Gains? Health‐Related HRM, Collective Well‐Being and Organizational Performance

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  • Hendrik Huettermann
  • Heike Bruch

Abstract

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.

Suggested Citation

  • Hendrik Huettermann & Heike Bruch, 2019. "Mutual Gains? Health‐Related HRM, Collective Well‐Being and Organizational Performance," Journal of Management Studies, Wiley Blackwell, vol. 56(6), pages 1045-1072, September.
    • Handle: RePEc:bla:jomstd:v:56:y:2019:i:6:p:1045-1072
    DOI: 10.1111/joms.12446
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    Citations

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    Cited by:

    1. Kevin Daniels & Roberta Fida & Martin Stepanek & Cloé Gendronneau, 2021. "Do Multicomponent Workplace Health and Wellbeing Programs Predict Changes in Health and Wellbeing?," IJERPH, MDPI, vol. 18(17), pages 1-22, August.
    2. Christensen-Salem, Amanda & Mesquita, Luiz F. & Hashimoto, Marcos & Hom, Peter W. & Gomez-Mejia, Luis R., 2021. "Family firms are indeed better places to work than non-family firms! Socioemotional wealth and employees’ perceived organizational caring," Journal of Family Business Strategy, Elsevier, vol. 12(1).
    3. Zahoor, Nadia & Donbesuur, Francis & Christofi, Michael & Miri, Domnan, 2022. "Technological innovation and employee psychological well-being: The moderating role of employee learning orientation and perceived organizational support," Technological Forecasting and Social Change, Elsevier, vol. 179(C).
    4. Zhe Zhang & Juan Wang & Ming Jia, 2022. "Multilevel Examination of How and When Socially Responsible Human Resource Management Improves the Well-Being of Employees," Journal of Business Ethics, Springer, vol. 176(1), pages 55-71, February.
    5. Rondi, Emanuela & Überbacher, Ruth & von Schlenk-Barnsdorf, Leopold & De Massis, Alfredo & Hülsbeck, Marcel, 2022. "One for all, all for one: A mutual gains perspective on HRM and innovation management practices in family firms," Journal of Family Business Strategy, Elsevier, vol. 13(2).
    6. Paula Andrea Nieto-Aleman & Klaus Ulrich & María Guijarro-García & Esther Pagán-Castaño, 2023. "Does talent management matter? Talent management and the creation of competitive and sustainable entrepreneurship models," International Entrepreneurship and Management Journal, Springer, vol. 19(3), pages 1055-1068, September.
    7. Irram Shahzadi & Saira Rafiq & Umair Ali, 2022. "Investigating the Influence of Flexible Work Arrangements on Work-Life Balance in South Asian Gig Workers: Does Ryff's Six-Factor model of Psychological Well-being Moderates?," iRASD Journal of Management, International Research Alliance for Sustainable Development (iRASD), vol. 4(2), pages 316-329, june.
    8. Esther Pagán-Castaño & Javier Sánchez-García & Fernando J. Garrigos-Simon & María Guijarro-García, 2021. "The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools," Sustainability, MDPI, vol. 13(5), pages 1-23, March.

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