Title The role of human resource practices and managers in the development of well-being: Cultural differences in the changing workplace
Authors LUCIA CASADEMUNT, ANA MARÍA, Cuellar-Molina, Deybbi, Garcia-Cabrera, Antonia M., LUCIA CASADEMUNT, ANA MARÍA
External publication No
Means Cross Cult. Strategic Manage.
Scope Article
Nature Científica
JCR Quartile 2
SJR Quartile 1
JCR Impact 2.61900
SJR Impact 0.92200
Area International
Web https://www.scopus.com/inward/record.uri?eid=2-s2.0-85053496798&doi=10.1108%2fCCSM-05-2017-0054&partnerID=40&md5=82bc9c195b875a709431522cb2a41c1d
Publication date 01/01/2018
ISI 000448812100009
Scopus Id 2-s2.0-85053496798
DOI 10.1108/CCSM-05-2017-0054
Abstract T Purpose Organisational change is increasingly important and interesting to study. Change may affect employees' attitudes and impact on their well-being. In this regard, it is important to examine how organisations enhance employees' well-being when the competitive environment requires organisational changes whose implementation could cause well-being to deteriorate. Research suggests that human resource management practices (HRMPs) may have a positive impact on well-being. However, there is little research that analyses how the internal and external contexts of changing organisations may influence the outcome of HRMPs as regards well-being, which is of interest as it pertains to the application of suitable HRMPs in every setting. Thus, to address this research gap, the purpose of this paper is to analyse how employees' perceptions of HRMPs and support from supervisors enhance well-being, taking into account the national cultural context of organisations. Design/methodology/approach Linear regression models tested the proposed hypotheses on a sample of 10,866 employees from 18 European countries who participated in the Fifth European Working Conditions Survey. Of the total sample, 5,646 respondents were involved in substantial restructuring and organisational change. Findings Results confirm the importance of national uncertainty avoidance values in the choice of the proper HRMPs to enhance employees' well-being. Originality/value The literature highlights that HRMPs and supervisor support have a positive impact on well-being, and it also warns that national culture may condition the outcomes of human resource (HR) interventions. Based on this, the current study analyses how such HR interventions enhance well-being, taking into account national cultural context of organisations in both stable contexts and those involving change.
Keywords Organizational change; National culture; European employees; Human resource management; Well-being
Universidad Loyola members