New times for HRM? Well-being oriented management (WOM), harmonious work passion and innovative work behavior

Abstract

Purpose

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).

Design/methodology/approach

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.

Findings

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.

Originality/value

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.

Citation

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-04-2019-0185