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Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management

Author

Listed:
  • Esther Villajos

    (Business Department, Universidad Internacional de Valencia, 46002 Valencia, Spain
    Research Institute IDOCAL, University of Valencia, 46010 Valencia, Spain)

  • Núria Tordera

    (Research Institute IDOCAL, University of Valencia, 46010 Valencia, Spain)

  • José M. Peiró

    (Research Institute IDOCAL, University of Valencia, 46010 Valencia, Spain
    Instituto de Investigaciones Económicas, 46010 Valencia, Spain)

Abstract

Traditional Human Resource Management (HRM) focusing on maintaining the status quo is no longer in the spotlight. Sustainable HRM has become the new approach, emphasizing the need to attend to organizational results directed toward reaching different goals and integrating the needs of diverse stakeholders. Moreover, in response to the challenges that organizations face in volatile, uncertain, complex, and ambiguous (VUCA) environments, Human Resource (HR) practices can contribute to the development of idiosyncratic deals (negotiation of individual HR practices) that might facilitate employees’ creativity and eudaimonic well-being in the long term and, thus, the sustainability of these organizations. Thus, the aim of this study is to test the mediating role of idiosyncratic deals (i-deals) in the unfolding relationship between HR practices, eudaimonic well-being and creative performance. Using a longitudinal database (three waves), the hypotheses are tested using structural equations modeling. The results support the idea that HR practices function as an antecedent for i-deals. More specifically, i-deals fully mediate the relationship between HR practices and eudaimonic well-being. In turn, i-deals and eudaimonic well-being fully mediate the relationship between HR practices and creative performance, which suggests that, through i-deals, HR practices become more beneficial for both employees and employers. In conclusion, these results are important for sustainable HR development, because HR practices enhance i-deals, which increase well-being, enhancing performance in the long term.

Suggested Citation

  • Esther Villajos & Núria Tordera & José M. Peiró, 2019. "Human Resource Practices, Eudaimonic Well-Being, and Creative Performance: The Mediating Role of Idiosyncratic Deals for Sustainable Human Resource Management," Sustainability, MDPI, vol. 11(24), pages 1-20, December.
    • Handle: RePEc:gam:jsusta:v:11:y:2019:i:24:p:6933-:d:294500
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    2. Pilar Martín-Hernández & Marta Gil-Lacruz & Ana I. Gil-Lacruz & Juan Luis Azkue-Beteta & Eva M. Lira & Luis Cantarero, 2021. "Fostering University Students’ Engagement in Teamwork and Innovation Behaviors through Game-Based Learning (GBL)," Sustainability, MDPI, vol. 13(24), pages 1-16, December.
    3. Man Zhang & Fan Wang & Anupam Kumar Das, 2020. "Work–Family Conflict on Sustainable Creative Performance: Job Crafting as a Mediator," Sustainability, MDPI, vol. 12(19), pages 1-15, September.
    4. Ermanno C. Tortia & Silvia Sacchetti & Francisco J. López-Arceiz, 2022. "A Human Growth Perspective on Sustainable HRM Practices, Worker Well-Being and Organizational Performance," Sustainability, MDPI, vol. 14(17), pages 1-22, September.
    5. Baltasar González-Anta & Virginia Orengo & Ana Zornoza & Vicente Peñarroja & Nuria Gamero, 2021. "Sustainable Virtual Teams: Promoting Well-Being through Affect Management Training and Openness to Experience Configurations," Sustainability, MDPI, vol. 13(6), pages 1-22, March.

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