High-performance work practices and employee well-being: organizational identification as a mediator

Denise Salin*, Chris Stride, Sofia Smith, Stefan Santokhie

*Corresponding author for this work

Research output: Contribution to journalArticleScientificpeer-review

1 Citation (Scopus)

Abstract

Aim: The 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.

Results: The 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.

Discussion: The 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.
Original languageEnglish
Article number1175344
Peer-reviewed scientific journalFrontiers in Psychology
Volume14
ISSN1664-1078
DOIs
Publication statusPublished - 25.07.2023
MoE publication typeA1 Journal article - refereed

Keywords

  • 515 Psychology
  • engagement
  • high-performance work practices
  • organizational identification
  • wellbeing
  • workplace bullying
  • 512 Business and Management

Areas of Strength and Areas of High Potential (AoS and AoHP)

  • AoS: Leading for growth and well-being

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