More is not always better: implementing effective well-being HRM systems
Human Resource Management International Digest
ISSN: 0967-0734
Article publication date: 18 December 2020
Issue publication date: 11 March 2021
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
The study finds that well-being oriented HRM practices in Germany fall into four different configurations, meaning that employees do not receive equal well-being benefits. Moving from low investment HRM to medium investment HRM is linked to increased health, happiness and relational well-being. However, moving from medium to higher investment HRM does not necessarily lead to similar increases. Instead, higher levels of employee well-being are associated with support and development practices delivered by immediate supervisors and line managers.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
Keywords
Citation
(2021), "More is not always better: implementing effective well-being HRM systems", Human Resource Management International Digest, Vol. 29 No. 2, pp. 14-19. https://doi.org/10.1108/HRMID-09-2020-0228
Publisher
:Emerald Publishing Limited
Copyright © 2020, Emerald Publishing Limited