High-performance work practices and employee wellbeing: organizational identification as a mediator
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 tw...
| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
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Frontiers Media S.A.
2023-07-01
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| Series: | Frontiers in Psychology |
| Subjects: | |
| Online Access: | https://www.frontiersin.org/articles/10.3389/fpsyg.2023.1175344/full |
| _version_ | 1827893901114998784 |
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| author | Denise Salin Chris Stride Sofia Smith Stefan Santokhie |
| author_facet | Denise Salin Chris Stride Sofia Smith Stefan Santokhie |
| author_sort | Denise Salin |
| collection | DOAJ |
| description | 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. |
| first_indexed | 2024-03-12T21:59:34Z |
| format | Article |
| id | doaj.art-f68b0318463d4674905f831b0b330de1 |
| institution | Directory Open Access Journal |
| issn | 1664-1078 |
| language | English |
| last_indexed | 2024-03-12T21:59:34Z |
| publishDate | 2023-07-01 |
| publisher | Frontiers Media S.A. |
| record_format | Article |
| series | Frontiers in Psychology |
| spelling | doaj.art-f68b0318463d4674905f831b0b330de12023-07-25T11:00:28ZengFrontiers Media S.A.Frontiers in Psychology1664-10782023-07-011410.3389/fpsyg.2023.11753441175344High-performance work practices and employee wellbeing: organizational identification as a mediatorDenise Salin0Chris Stride1Sofia Smith2Stefan Santokhie3Department of Management and Organisation, Hanken School of Economics, Helsinki, FinlandInstitute of Work Psychology, SUMS, University of Sheffield, Sheffield, United KingdomDepartment of Management and Organisation, Hanken School of Economics, Helsinki, FinlandDepartment of Management and Organisation, Hanken School of Economics, Helsinki, FinlandAimThe 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.https://www.frontiersin.org/articles/10.3389/fpsyg.2023.1175344/fullengagementhigh-performance work practicesorganizational identificationwellbeingworkplace bullying |
| spellingShingle | Denise Salin Chris Stride Sofia Smith Stefan Santokhie High-performance work practices and employee wellbeing: organizational identification as a mediator Frontiers in Psychology engagement high-performance work practices organizational identification wellbeing workplace bullying |
| title | High-performance work practices and employee wellbeing: organizational identification as a mediator |
| title_full | High-performance work practices and employee wellbeing: organizational identification as a mediator |
| title_fullStr | High-performance work practices and employee wellbeing: organizational identification as a mediator |
| title_full_unstemmed | High-performance work practices and employee wellbeing: organizational identification as a mediator |
| title_short | High-performance work practices and employee wellbeing: organizational identification as a mediator |
| title_sort | high performance work practices and employee wellbeing organizational identification as a mediator |
| topic | engagement high-performance work practices organizational identification wellbeing workplace bullying |
| url | https://www.frontiersin.org/articles/10.3389/fpsyg.2023.1175344/full |
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