The purpose of this paper is to measure and conceptualize the concept of well-being-oriented management (WOM), and to investigate the relationship between well-being oriented management (WOM), harmonious work passion, and innovative work behavior (IWB).
In a sample of 362 senior managers, the authors used a two-wave structural equation model to verify whether the relationship between WOM and IWB was mediated by harmonious work passion.
This study reveals that human resource practices (HRM) oriented toward well-being, namely WOM, can be measured and conceptualized. In addition, WOM implemented over a period of one year, subsequently fostered IWB. Further, the role of harmonious passion as a catalyst in the relationship between these HRM practices and IWB was also examined.
Drawing upon the social exchange theory and the Job Demands-Resources model, our contributions are threefold: to conceptualize and empirically measure WOM; to discover the effect of WOM on IWB, and to assess the mediating role of harmonious work passion in the relationship between WOM and IWB.
Erratum. It has come to the attention of the publisher that the article Salas-Vallina, A., Pozo, M. and Fernandez-Guerrero, R. (2020), “New times for HRM? Well-being oriented management (WOM), harmonious work passion and innovative work behavior”, published in Employee Relations, previously listed an incorrect title. The title has since been updated and future citations should reflect this. The publisher sincerely apologises for these errors and for any inconvenience caused.
Salas-Vallina, A., Pozo, M. and Fernandez-Guerrero, R. (2020), "New times for HRM? Well-being oriented management (WOM), harmonious work passion and innovative work behavior", Employee Relations, Vol. 42 No. 3, pp. 561-581. https://doi.org/10.1108/ER-04-2019-0185Download as .RIS
Emerald Publishing Limited
Copyright © 2019, Emerald Publishing Limited