El rol mediador de la justicia organizacional en la relación entre dos grupos de prácticas de recursos humanos y el bienestar de los trabajadores

Resumo

Human resources practices have become an essential tool in organizations to increase the performance and welfare of workers. However, the study of the mechanisms that exist between this relationship (black box) has shown that this relationship is not always positive. In this way, two approaches appear as relevant in the study of prac-tices and well-being: mutual gains and conflicting results. The aim of this study is to analyze how two groups of human resource practices (some more focused on perfor-mance and another on worker welfare and support) can affect workers' hedonic well-being (intrinsic, extrinsic and satisfaction with life) through organizational justice (procedural, relational and distributive justice). For this, a model of structural equa-tions has been designed with a sample of 1647 workers from 41 Spanish companies. The results show a partial positive mediation between performance practices and wel-fare through justice. However, the direct negative relationship between these practi-ces and well-being bases the approximation of conflicting results. Worker support practices, however, have a direct relationship with welfare, not mediated by justice. These results show the importance of the mediating role of justice (due to its positive effect) and the importance of considering different types of practices, not only the most focused on performance, for the improvement of workers' welfare.