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The paradox of well-being at work and performance
[Le paradoxe du bien-être et de la performance]

Author

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  • Nathalie Bernard

    (Laboratoire de Recherche Magellan - UJML - Université Jean Moulin - Lyon 3 - Université de Lyon - Institut d'Administration des Entreprises (IAE) - Lyon, Iaelyon - Iaelyon School of Management - UJML - Université Jean Moulin - Lyon 3 - Université de Lyon)

  • Emmanuel Abord de Chatillon
  • Alain Lacroux

Abstract

The purpose of this research paper is to identify factors for resolving the paradox between well-being at work and corporate performance. The study approach, based on high-performance work practices, provides a way to resolve this paradox. Using a questionnaire sent to 1500 companies, this research analyses how highperformance human resources practices impact well-being at work on the one hand and corporate performance on the other hand, through the perceptions of HR professionals. Thus, certain HR practices (career planning, participation in decision-making, extensive training, reduction in status distinction) appear to be virtuous. The originality of this contribution is to identify the human resource practices that could make it possible to combine well-being at work and corporate performance.

Suggested Citation

  • Nathalie Bernard & Emmanuel Abord de Chatillon & Alain Lacroux, 2021. "The paradox of well-being at work and performance [Le paradoxe du bien-être et de la performance]," Post-Print hal-04466206, HAL.
    • Handle: RePEc:hal:journl:hal-04466206
    Note: View the original document on HAL open archive server: https://hal.science/hal-04466206
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    References listed on IDEAS

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    1. Petri Böckerman & Pekka Ilmakunnas, 2012. "The Job Satisfaction-Productivity Nexus: A Study Using Matched Survey and Register Data," ILR Review, Cornell University, ILR School, vol. 65(2), pages 244-262, April.
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    3. Marco Guerci & Adelien Decramer & Thomas Waeyenberg & Ina Aust, 2019. "Moving Beyond the Link Between HRM and Economic Performance: A Study on the Individual Reactions of HR Managers and Professionals to Sustainable HRM," Journal of Business Ethics, Springer, vol. 160(3), pages 783-800, December.
    4. Reinartz, Werner & Haenlein, Michael & Henseler, Jörg, 2009. "An empirical comparison of the efficacy of covariance-based and variance-based SEM," International Journal of Research in Marketing, Elsevier, vol. 26(4), pages 332-344.
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