La relació entre les pràctiques de recursos humans, el benestar i l’acompliment al treballanàlisi dels mecanismes moduladors i mediadors

Resumen

The importance of HR practices for good functioning of organizations is undisputable. The strength of this positive relationship between practices, performance and well-being has been confirmed in different meta-analyses. However, recent research has shown that the dominant conclusions established so far require some nuance or even questioning, and that a more complex paradigm, taking into account a broader and diverse view of human resource management, is taking root and must be taken into consideration.Recent research highlights the need to incorporate a more global vision in the study of HRM incorporating the concept of sustainability into its understanding, definition and measurement. Moreover, this thesis raises the need to incorporate context variables when studying HRM and HR practices. This approach is based on the idea that each organization has its own rules and regulations, stakeholders and social expectations that differentiate them. Finally, a key issue in understanding the relationship between practices and outcomes is to understand the mechanisms through which this relationship is established. This line of research has mostly focused on the mediating role of well-being, generally operationalized as job satisfaction. Other aspects of well-being of a more generic nature, such as life satisfaction or in its more eudaimonic facet, have been more neglected. Moreover, in this sense, in recent years, more importance has been given to the impact of employees' proactive behaviours, such as idiosyncratic deals (i-deals), on their results. In this sense, idiosyncratic deals have been found to contribute in improving employeeorganization fit, and that they are related to greater commitment, well-being and performance.. In order to address and respond to all these challenges posed by the most recent literature on HRM, this thesis has the following goals: The first one is to refine and validate an HR practices scale to measure employees' perceptions, and test a two-tier model structured in eight practices and two bundles: performance enhancement and employee-support. The second study aims to make two major contributions to the literature on HRM and well-being. First, it extends the study of the relationship between HR practices and well-being by considering a context-free measure: life satisfaction. Second, it analyzes the role of organizational type in the delivery of HR practices and in the relationship between HR practices and employee wellbeing. Finally, the third study, aims to test the mediating role of i-deals in the relationship between two bundles of HR practices (performance enhancing and employee support) and one year lagged employees' outcomes: eudaimonic well-being and creative performance; and also to test the mediating role of eudaimonic well-being in the relationship between HR practices and creative performance.