This paper is dealing with the relationships between HRM, company performance and employee well-being. The relationship between S/HRM and company performance has received much attention in prior literature, while the employee perspective has been widely neglected in this research tradition. The purpose of this paper is two-fold: first, to identify and evaluate how company performance and employee well-being are related, and, secondly, to evaluate the possibilities of HR policies and practices to impact on company performance and employee well-being. The results indicate that the relationship between company performance and employee well-being is weak and difficult to grasp. And such is the direct link between HRM and employee well-being, which is better explained by typical work-related factors. Instead, HR practices are relatively good predictors of company performance. [PUBLICATION ABSTRACT]
CITATION STYLE
Vanhala, S., & Tuomi, K. (2006). HRM, Company Performance and Employee Well-being. Management Revu, 17(3), 241–255. https://doi.org/10.5771/0935-9915-2006-3-241
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