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

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. A two-wave su...

Full description

Saved in:
Bibliographic Details
Published in:Frontiers in psychology Vol. 14; p. 1175344
Main Authors: Salin, Denise, Stride, Chris, Smith, Sofia, Santokhie, Stefan
Format: Journal Article
Language:English
Published: Switzerland Frontiers Media S.A 25.07.2023
Subjects:
engagement
high-performance work practices
organizational identification
Psychology
wellbeing
workplace bullying
high-performance work practices
engagement
organizational identification
workplace bullying
wellbeing
ISSN:1664-1078, 1664-1078
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary: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. A two-wave survey study (  = 213) was conducted among psychologists in Finland. 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. 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.
Bibliography:ObjectType-Article-1
SourceType-Scholarly Journals-1
ObjectType-Feature-2
content type line 23
Edited by: Nicola Mucci, University of Florence, Italy
Reviewed by: Selin Metin Camgöz, Hacettepe University, Türkiye; Kia Hui Gan, INTI International College Penang, Malaysia
ISSN:1664-1078
1664-1078
DOI:10.3389/fpsyg.2023.1175344