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Can the Human Resources Index (HRI) Be Used as a Process Feedback Measurement in a Structured Support Model for Systematic Work Environment Management?

Author

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  • Fredrik Molin

    (IPF, the Institute for Organizational and Leadership Development at Uppsala University, 753 20 Uppsala, Sweden
    Department of Medical Sciences, Occupational and Environmental Medicine, Uppsala University, 752 37 Uppsala, Sweden)

  • Sofia Åström Paulsson

    (Department of Medical Sciences, Occupational and Environmental Medicine, Uppsala University, 752 37 Uppsala, Sweden)

  • Therese Hellman

    (Department of Medical Sciences, Occupational and Environmental Medicine, Uppsala University, 752 37 Uppsala, Sweden)

  • Magnus Svartengren

    (Department of Medical Sciences, Occupational and Environmental Medicine, Uppsala University, 752 37 Uppsala, Sweden)

Abstract

The aim of the study was to estimate the level of the human resources index (HRI) measure among Swedish municipal employees, and to investigate the association between human resources index (HRI) and relational justice, short-term recovery, work environment-related production loss, and health-related production loss. A cross-sectional design was used with one sample of municipal employees ( n = 6402). The results showed a positive association (r = 0.31) between human resources index (HRI) and relational justice; a positive (r = 0.27) association between HRI and short-term recovery; a negative association between HRI and work environment-related production loss (r = −0.37); and a negative association between HRI and health-related production loss (r = −0.23). The findings implicate that HRI captures important aspects of the work environment such as productivity, relational justice, and short-term recovery. The HRI measure is part of a support model used in workplaces to systematically address work environment-related issues. Monitoring changes in the HRI measure, it is possible to determine whether the measures taken effect production loss, perceived leadership, and short-term recovery in a work group. The support model using HRI may thus be used to complement traditional work environment surveys conducted in Swedish organizations as obliged by legal provisions.

Suggested Citation

  • Fredrik Molin & Sofia Åström Paulsson & Therese Hellman & Magnus Svartengren, 2021. "Can the Human Resources Index (HRI) Be Used as a Process Feedback Measurement in a Structured Support Model for Systematic Work Environment Management?," IJERPH, MDPI, vol. 18(12), pages 1-16, June.
    • Handle: RePEc:gam:jijerp:v:18:y:2021:i:12:p:6509-:d:576261
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    References listed on IDEAS

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    2. Erebouni Arakelian & Sofia Paulsson & Fredrik Molin & Magnus Svartengren, 2021. "How Human Resources Index, Relational Justice, and Perceived Productivity Change after Reorganization at a Hospital in Sweden That Uses a Structured Support Model for Systematic Work Environment Manag," IJERPH, MDPI, vol. 18(21), pages 1-15, November.
    3. Zinka Kosec & Stella Sekulic & Susan Wilson-Gahan & Katja Rostohar & Matej Tusak & Marta Bon, 2022. "Correlation between Employee Performance, Well-Being, Job Satisfaction, and Life Satisfaction in Sedentary Jobs in Slovenian Enterprises," IJERPH, MDPI, vol. 19(16), pages 1-14, August.

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