One of the criticisms that can be addressed to the existing HRM literature is that performance is often the primary target, leaving well-being as a secondary consideration. This…
Abstract
Purpose
One of the criticisms that can be addressed to the existing HRM literature is that performance is often the primary target, leaving well-being as a secondary consideration. This study aims to put employee well-being at the center of HRM concerns. By focusing on needs-supply fit and social exchange theories, our approach focuses on employees’ perceptions of the effectiveness and fairness of HRM practices.
Design/methodology/approach
Based on a sample of 740 workers collected via an electronic survey, HRM practices were grouped into bundles using factor analysis to form an HRM system. The impact of the HRM system and its bundles on employee well-being and job performance was analyzed using structural equation modeling (SEM). The mediating role of well-being was tested with Stata’s medsem package.
Findings
The HRM system and its bundles (Include, Care, Reward and Enhance) derived from the perceived effectiveness and fairness of HRM practices have a positive direct effect on employee well-being and a positive indirect effect on job performance through the mediating role of well-being. However, the bundles have no direct effect on job performance, highlighting the importance of integrating employee well-being into HRM concerns.
Originality/value
These findings reveal that when employees consider HRM practices to be fair and effective, it promotes their well-being, which has a positive impact on their job performance.
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Maude Boulet and Annick Parent-Lamarche
The main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim…
Abstract
Purpose
The main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim to examine the indirect effects of satisfaction with work-life balance, reopening of schools after closure, workload and teleworking on performance through well-being.
Design/methodology/approach
The authors used a sample of 447 Canadian workers collected online during the first lockdown to perform a series of structural equation models.
Findings
The results show that workers' well-being increases job performance and satisfaction with work-life balance has a positive indirect effect on job performance through well-being in all sectors. This finding suggests that workers' well-being mediates the relationship between satisfaction with work-life balance and performance. However, the reopening of schools, increased workload and teleworking do not have universal effects across sectors.
Practical implications
All organizations should implement human resources (HR) practices that promote workers' well-being and family-friendly workplaces, especially during the pandemic. Conversely, teleworking has a sector-specific effect that must be considered when implemented.
Originality/value
This study stands out by strengthening the bridge between workers' well-being and job performance. The effects of well-being and satisfaction with work-life balance on job performance are universal, while the impact of reopening of schools, increased workload and teleworking are sector-specific.
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Maude Boulet, Marie Lachapelle and Sebastien Keiff
The main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on…
Abstract
Purpose
The main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on workers' well-being in Canada.
Design/methodology/approach
The authors used a representative sample of 7,706 workers aged 18 to 65 based on data from the 2016 General Social Survey of Canadians at Work and Home to conduct logistic regression models.
Findings
Women and visible minorities are at greater risk of perceiving that they have experienced workplace discrimination, but immigrants' perceived workplace discrimination risk is no different from that of non-immigrants. This risk is higher in public administration than in other industries and varies between provinces. Perceived workplace discrimination increases stress and is associated with a lower level of self-reported mental health.
Practical implications
Since perceived discrimination has a detrimental effect on workers' well-being, organizations should pay special attention to their employees’ perceptions. Relying only on official complaints of discrimination can lead organizations to underestimate this issue because many employees are not inclined to file an official complaint, even if they believe they have been discriminated against.
Originality/value
The authors findings are original because they suggest that visible socio-demographic characteristics (gender and visible minority) affect perceived workplace discrimination, which is not the case for invisible socio-demographic characteristics (immigrant). They point out that the province of residence is an element of the context to be considered and they indicate that workers in the public sector are more likely to perceive discrimination than those in other industries. These empirical contributions highlight that, despite anti-discrimination laws and government efforts to promote equity, diversity and inclusion, perceived workplace discrimination persists in Canada, particularly among women and visible minorities and it has tangible impacts on the workers' well-being.
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To disentangle the impact of each type of overqualification, the author created four profiles of overqualified workers based on the metaphor of the big fish in a small pond: “the…
Abstract
Purpose
To disentangle the impact of each type of overqualification, the author created four profiles of overqualified workers based on the metaphor of the big fish in a small pond: “the fish that fits the pond,” “the unaware big fish in a small pond,” “the fish fitting the pond, but feeling cramped” and “the aware big fish in a small pond.”
Design/methodology/approach
Using a Canadian representative survey, the author examined the distinctive effect of objective and subjective overqualification on job satisfaction among recent graduate workers. The subjective measure is based on the individual's perception of the match of his/her education level, training and experience with the requirements of his/her job; and the objective measure assesses the match between the individual's educational attainment and the skill level associated with his/her occupational group.
Findings
The results show that only the “the fish fitting the pond, but feeling cramped” and “the aware big fish in a small pond” profiles of overqualified workers lead to a lower probability of being satisfied with their job compared to “fish that fits the pond.”
Originality/value
The current study is original because the findings reveal that being objectively overqualified without feeling cramped has no consequence on workers' job satisfaction, while feeling cramped without being objectively overqualified leads to lower job satisfaction. Recruiters should therefore avoid to focus on overeducation since it has no impact on their job satisfaction. They should pay more attention to the feeling of being cramped when they look for the best candidates. Even if the candidate's diploma corresponds to that required by the position, this feeling reduces their chances to be satisfied with the job.
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Marie-Hélène Gilbert, Julie Dextras-Gauthier, Maude Boulet, Isabelle Auclair, Justine Dima and Frédéric Boucher
Maintaining a healthy and productive workforce is a challenge for most organizations. This is even truer for health organization, facing staff shortages and work overload. The aim…
Abstract
Purpose
Maintaining a healthy and productive workforce is a challenge for most organizations. This is even truer for health organization, facing staff shortages and work overload. The aim of this study is to identify the resources and constraints that influence managers' mental health and better understand how they are affected by them.
Design/methodology/approach
A qualitative approach was chosen to document the resources, the constraints as well as their consequences on managers in their day-to-day realities. The sample included executive-, intermediate- and first-level managers from a Canadian healthcare facility. A total of 62 semi-structured interviews were conducted. The coding process was based on the IGLOO model of Nielsen et al. (2018) to which an employee-related level was added (IGELOO).
Findings
Results highlight the importance of considering both resources as well as constraints in examining managers' mental health. Overarching context, organizational constraints and the management of difficult employees played important roles in the stress experienced by managers.
Practical implications
The results offer a better understanding of the importance of intervening at different levels to promote better organizational health. Results also highlight the importance of setting up organizational resources and act on the various constraints to reduce them. Different individual strategies used by managers to deal with the various constraints and maintain their mental health also emerge from those results.
Originality/value
In addition to addressing the reality of healthcare managers, this study supplements a theoretical model and suggests avenues for interventions promoting more sustainable organizational health.