HRM, Company Performance and Employee Well-being

Sinikka Vanhala; Kaija Tuomi

doi:10.5771/0935-9915-2006-3-241

Contents
- Chapter Expand | CollapseAuthorsPage
- 215–218 Titelei/Inhaltsverzeichnis 215–218
- 219–222 The Value of HRM?! Optimising the Architecture of HRM Karin Sanders, Jan Kees Looise Karin Sanders, Jan Kees Looise 219–222
- 223–240 Human Resource Practices and Organisational Performance: Can the HRM-Performance Linkage be Explained by the Cooperative Behaviours of Employees? Mattijs Lambooij, Karin Sanders, Ferry Koster, Marieke Zwiers Mattijs Lambooij, Karin Sanders, Ferry Koster, Marieke Zwiers 223–240
- 241–255 HRM, Company Performance and Employee Well-being Sinikka Vanhala, Kaija Tuomi Sinikka Vanhala, Kaija Tuomi 241–255
- 256–273 Implementing Human Resource Management Successfully: A First-Line Management Challenge Anna C. Nehles, Maarten van Riemsdijk, Irene Kok, Jan Kees Looise Anna C. Nehles, Maarten van Riemsdijk, Irene Kok, Jan Kees Looise 256–273
- 274–291 Getting the HR Message Across: The Linkage between Line – HR Consensus and “Commitment Strength” among Hospital Employees Luc Dorenbosch, Renee de Reuver, Karin Sanders Luc Dorenbosch, Renee de Reuver, Karin Sanders 274–291
- 292–306 Competency Management: Balancing Between Commitment and Control Hanneke Heinsman, Annebel H.B. de Hoogh, Paul L. Koopman, Jaap J. van Muijen Hanneke Heinsman, Annebel H.B. de Hoogh, Paul L. Koopman, Jaap J. van Muijen 292–306
- 307–327 Explaining Company-level Influences on Individual Career Choices: Evidence from Belgium Nele Soens, Ans De Vos, Dirk Buyens Nele Soens, Ans De Vos, Dirk Buyens 307–327
- 328–343 Organizational Justice Perceptions and Employee Attitudes among Irish Blue Collar Employees: An Empirical Test of the Main and Moderating Roles of Individualism/Collectivism Claire Murphy, Nagarajan Ramamoorthy, Patrick C. Flood, Sarah MacCurtain Claire Murphy, Nagarajan Ramamoorthy, Patrick C. Flood, Sarah MacCurtain 328–343
- 344–366 Work Experience, Work Stress and HRM at the University Liesbeth Adriaenssens, Peggy De Prins, Daniël Vloeberghs Liesbeth Adriaenssens, Peggy De Prins, Daniël Vloeberghs 344–366
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mrev management revue , page 241 - 255

HRM, Company Performance and Employee Well-being

Autoren

Sinikka Vanhala Kaija Tuomi

DOI
- doi.org/10.5771/0935-9915-2006-3-241
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

This paper is dealing with the relationships between HRM, company performance and employee well-being. The relationship between S/HRM and company performance has received much attention in prior literature, while the employee perspective has been widely neglected in this research tradition. The purpose of this paper is two-fold: first, to identify and evaluate how company performance and employee well-being are related, and, secondly, to evaluate the possibilities of HR policies and practices to impact on company performance and employee well-being. The results indicate that the relationship between company performance and employee well-being is weak and difficult to grasp. And such is the direct link between HRM and employee well-being, which is better explained by typical work-related factors. Instead, HR practices are relatively good predictors of company performance.
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