Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector

Over the last two decades, high performance work systems (HPWSs) research has been dominated by examining the effects of these systems on firm performance. Research on the impact of HPWSs on employees has been marginalised. This study examines the impact of HPWSs on two psychological outcomes for employees, namely, subjective well-being (SWB) and workplace burnout, by utilising data collected from 1488 physicians and nurses in 25 Chinese hospitals. It also examines the moderating effects of employees' organisational based self-esteem (OBSE), as an individual intervention and physician–nurse relationships, as an organisational intervention, on the relationship between HPWSs and employee outcomes. HPWS is found to increase employees' SWB and decrease burnout. Such well-being-enhancing and burnout-relieving effects are stronger when employees have high OBSE. The positive effect of HPWS on SWB is also stronger when there is a collaborative relationship among employees in an organisation. The major contribution of this study is to unpack the ‘black box’ of how HPWS influences employee well-being in the Chinese healthcare sector context.     

The effect of urbanization on subjective well-being: Explaining cross-regional differences

Today, more than ever, it is becoming evident that cities and regions are crucial for the achievement of human well-being. In this perspective, the analysis of the effect of urbanization on subjective well-being at sub-national level is an issue of great relevance. The aim of this study is to investigate the effect of urbanization on SWB at the regional level and, in particular, the moderator effect of the regional context in influencing this effect in Italy and Spain. From a methodological point of view, we apply a two-step approach as a graphical method, which allows us to consider individual and regional information in our analysis. Our findings indicate that urbanization significantly affects subjective well-being, especially in various regions of Italy. This cross-regional heterogeneity can be explained by different regional factors, which supports the idea that regional contexts can exert effects on achieving future people's well-being in cities.     

城市规模与居民幸福感的关系

利用2002年中国家庭收入调查数据,实证检验了城市规模与居民主观幸福度的关系。结果显示,二者存在显著的倒U形关系,随着城市规模的扩大,居民主观幸福感先增加,当城市规模达到一定程度,居民主观幸福感将降低。     

殳票的媒介化认知与主观幸福感——工作时间的调节作用

本文以上海20多家公司的员工为样本检验了员工对股票的“媒介化认知”与其“主观幸福感（SWB）”之间的关系及工作时间对两者关系的调节作用。统计数据表明员工对股票的媒介化认知对其主观聿福感具有显著的负面影响。在控制年龄、教育、工作性质等变量下,工作时间越长,员工对股票的媒介化认知对其主观幸福感的负向影响越弱。     

员工幸福感研究述评

员工幸福感是积极组织行为学的研究热点,它是一种可测量、可开发的积极心理状态,对工作绩效、工作满意度和组织承诺水平有正向影响。其研究有员工主观幸福感和员工心理幸福感两条取向,前者关注工作满意度,后者侧重工作动机和积极心理功能。员工幸福感的影响因素包括人格、积极心理资源和工作特征。未来的研究方向是整合两种研究取向去建构新的理论模型、开发新的测量工具。     

Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.     

A multi-process second-order latent growth curve model for subjective well-being

This article proposes a new approach to modelling longitudinal perceptions of subjective well-being (SWB). Several measures have been proposed in the literature to assess SWB and its determinants. Statistical approaches adopted include ordered probit models, fixed and random effects models and cross-lagged structural equation models. The British Household Panel Survey (BHPS) is a longitudinal national representative survey and contains several measures of SWB. Using BHPS data from 2002 to 2005, this article considers two main latent dimensions of life satisfaction: satisfaction with leisure and satisfaction with material issues. The latent trajectories of these two latent life satisfaction dimensions are simultaneously modeled in Mplus, using a multi-process, second-order latent growth curve model. Significant determinants of leisure and material satisfaction growth trajectories include socio-demographic characteristics, number of children in the household, number of hours worked per week, income and perceived health status.     

High involvement management,high-performance work systems and well-being

Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction.     

Development or maintenance? Dual-oriented human resource system,employee achievement motivation,and work well-being

Drawing on the person–organization fit theory, this study elaborates a dual-oriented human resource (HR) system and explores when and how two HR bundles (development vs. maintenance) influence work well-being. The results of the confirmatory factor analysis with a sample of 1,946 supervisors from a Chinese high-tech firm show that the dual-oriented HR model fits the data better than a holistic HR system. In another study with a multilevel sample of 64 corporate branches and 434 employees, the findings confirm the proposed joint effect of the dual-oriented HR system and achievement motivation on well-being. Specifically, development-oriented HR practices are more positively related to work well-being only when individual achievement motivation is high; by contrast, maintenance-oriented HR practices are more positively related to work well-being only when individual achievement motivation is low. Work meaning mediates these effects. These findings provide guidance on the effective design of HR practices.     

Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from university employees

Abstract

This study identified patterns of psychological contract (PC) and examined how these patterns were related to employee well-being and in-role performance over time (T1–T3). PC was measured at T1 based on cross-sectional data and well-being and performance longitudinally in two consecutive years (T1?T3) among university employees. Latent profile analysis revealed six different patterns of PC at T1. These were labelled (1) strong and balanced (n = 131), (2) average and balanced (n = 382), (3) employer-focused (n = 79), (4) employee-focused (n = 59), (5) balanced transactional (n = 224) and (6) employee-focused relational (n = 322). The longitudinal findings showed that the employees in PC patterns 1 and 2 experienced more vigour at T1–T3 than those in pattern 5, while the employees in pattern 2 reported higher proficiency at work at T1–T2 than those in pattern 6. Employee job satisfaction did not vary between patterns. Altogether, the PC pattern that included many different obligations on the part of both employee and employer seemed to result in better employee well-being and in-role performance.     

God and green: Investigating the impact of religiousness on green marketing

As the population increases, more people are now aware of the impact of their consumption on the natural environment. Nonetheless, 1 important factor that is often neglected is religiousness. Studies of the impact of religiousness on individual behavior have become increasingly important because the majority of the world population belongs to 1 of the major world religions. Thus, the purpose of this study is to investigate the impact of consumers' religiousness toward proenvironmental identity, attitudes toward environmental issues, and subjective norms about the environment. Subsequently, this study investigates the impact of these variables on purchase intention of green products. Using sampling from Indonesia (n = 649), which has the largest Muslim population, the results show significant differences between religions. In general, similar findings were found in both samples of Muslim and Christian consumers, where intrinsic religiousness has a positive impact on proenvironmental identity, attitudes towards environmental issues, and subjective norms about the environment. The study also found that the 3 variables (proenvironmental identity, attitudes towards environmental issues, and subjective norms) are positive determinants of intention to purchase green products. Nevertheless, the role of extrinsic religiousness is different for the 2 samples. Extrinsic religiousness is negatively related to attitude towards environmental issues for Muslim consumers, where it has a positive influence on proenvironmental identity among Christian consumers. The results of this study have significant implications not only to managers but also religious leaders on how to encourage more positive attitudes toward the environment.     

工作重塑与员工幸福感的关系研究:基于自我决定理论的跨层次模型

在对西安等地区302名单位员工进行问卷调查的基础上,探索工作重塑是否影响、如何影响员工幸福感。以自我决定理论为切入点,构建了工作重塑、人—岗匹配、员工幸福感以及支持性人力资源实践四个变量间的研究模型。结果显示:工作重塑正向影响员工幸福感;人—岗匹配在工作重塑与员工幸福感之间起到了部分中介作用;支持性人力资源实践调节了工作重塑与人—岗匹配之间的关系,同时调节了工作重塑通过人—岗匹配的提高影响员工幸福感的间接效应。     

基于幸福感视角的北川旅游经济发展研究

影响幸福的因素有很多,例如经济、婚姻、国家政策.但在北川这个经济和人均GDP还不发达的地区,通过发展旅游促进经济发展、提高人民收入仍然是提高当地百姓幸福感的最有效途径.     

Outcomes of Meaningful Work: A Meta‐Analysis

Using job characteristics theory as a framework, we calculated meta‐analytic effect sizes between meaningful work and various outcomes and tested a mediated model of meaningful work predicting proximal and distal outcomes with meta‐analytic structural equation modelling (MASEM). From 44 articles (N = 23,144), we found that meaningful work had large correlations (r = 0.70+) with work engagement, commitment, and job satisfaction; moderate to large correlations (r = 0.44 to ?0.49) with life satisfaction, life meaning, general health, and withdrawal intentions; and small to moderate correlations (r = ?0.19 to 0.33) with organizational citizenship behaviours, self‐rated job performance, and negative affect. The best MASEM fitting model was meaningful work predicting work engagement, commitment, and job satisfaction and these variables subsequently predicting self‐rated performance, organizational citizenship behaviours, and withdrawal intentions. This meta‐analysis provides estimated effect sizes between meaningful work and its outcomes and reveals how meaningful work relates directly and indirectly to key outcomes.     

The impact of international experience on objective and subjective career success in early careers

There is an ongoing debate in the literature on the long-term impact of international work experience on future career success. In this longitudinal study based on university graduates, we compare expatriates (n = 159), repatriates (n = 395) and domestic employees (n = 2697) with regard to their objective and subjective career success during the first five years of their careers. Results from propensity score matching and ordinary least-squares regressions show that expatriates and repatriates have a higher objective career success in terms of monthly wages. We further find a higher subjective career success for expatriates and male repatriates.     

Do monetary subjective well-being evaluations vary across space? Comparing continuous and discrete spatial heterogeneity

Using subjective well-being estimations, this study analyzes whether compensating variations vary across space using a cross-sectional data set from Chile. To achieve this goal, it describes and compares two econometric ways of modelling unobserved spatial heterogeneity. Both approaches allow compensating variations to vary across spatial units by assuming some distribution a priori. One method assumes that the spatial heterogeneity can be represented by a discrete distribution (a group of regions that share the same coefficient) and the other that the preferences can be represented by a continuous distribution (each region has a different coefficient). The results show that focusing just on the average estimates of compensating variations, as the applied studies have done so far, masks useful local variation. More empirical studies are needed to assess the advantages and disadvantages of both econometric approaches and how their results compare across a wide range of conditions and samples.     

Social support during COVID-19: Exploring the psychometric properties of the PSS-JSAS and its relationship with job search activities

The COVID-19 pandemic has highlighted the importance of social support for everyone. Supports from relatives, neighbors, and friends are more significant for a job seeker, especially during the pandemic. Accordingly, the present study explored the psychometric properties of the Perceived Social Support for Job Search Activities Scale (PSS-JSAS) in the Indian context with the help of two independent samples. First sample of 518 respondents was randomly divided into two subsamples using the random case selection feature in the statistical package for social sciences (SPSS). The exploratory factor analysis (EFA) was performed on the first subsample, which yielded a one-factor model explaining 47.23% of variations. The confirmatory factor analysis (CFA) conducted on the second subsample concluded a good model fit of PSS-JSAS. In the second sample, Cronbach's alpha and composite reliability values (greater than 0.70) established the scale's reliability. Results also revealed that the correlation coefficients between PSS-JSAS score, hope, self-efficacy, resilience, and optimism were 0.470, 0.552, 0.621, and 0.5 at p < 0.01. It also revealed a negative association with job search anxiety scores (r = −0.549, p < 0.01). Thus, PSS-JSAS was positively associated with PsyCap and negatively correlated with job search anxiety behaviors. It concluded the criterion validity of PSS-JSAS in the Indian context. Multigroup factor analysis concludes that the scale is equally valid for both Indian males and females. Hence, results reported adequate reliability and validity of the scale in the Indian context. These findings will encourage future researchers to investigate the phenomena of social support in the job search.     

Pain at the pump: Gasoline prices and subjective well-being

In recent years, there has been growing interest in the health implications of rising gasoline prices. This paper considers the impact of gasoline prices on subjective well-being, as captured by survey questions on happiness and life satisfaction. Using rich data from the DDB Worldwide Communications Life Style™ survey, we document a negative relationship between gasoline prices and self-reported life satisfaction over the period 1985–2005. The estimated reduction in well-being, moreover, is found to be nearly twice as large among groups of likely car owners. Interestingly, although rising gasoline prices lead to an immediate deterioration in subjective well-being, analyses of lagged prices suggest that well-being almost fully rebounds 1 year later and changes very little each year thereafter. Our contemporaneous estimates imply that rising gasoline prices generate well-being losses comparable to faltering labor market conditions, and likely offset some of the physical health benefits found in previous research.     

Subjective well-being among the elderly: A bibliometric analysis

Demographic trends have stimulated interest in empirical research on subjective well-being among the elderly. Despite the steep increase in published articles, no one has yet provided a summarized review of the scientific landscape. With this article, we aim to fill this research gap by providing a bibliometric analysis of the field. We do so by collecting a broad dataset of publication data from 1961 to 2016 found on the Web of Science webpage. By combining quantitative scientometric methods, as well as qualitative methods, we were able to provide a historic context of research on subjective well-being among the elderly and distinguish the most important articles, authors, journals, organizations and countries in the field. We found a big leap in research on subjective well-being among the elderly in the last 10 years, as well as a substantial globalization of the field. Although research on subjective well-being among the elderly has clear antecedents, we expect the field to further increase and mature due to more scholars from different braches of science joining the conversation.

     

Work experiences,work adjustment and psychological well-being of expatriate employees in Hong Kong

This study replicated and extended research on expatriate work adjustment by examining the antecedents of work adjustment and its outcomes in terms of psychological well-being. Data were obtained from a nationally heterogeneous sample (N = 184) of expatriate employees in Hong Kong using a structured questionnaire. Results of regression analysis revealed role conflict to be significantly negatively related to work adjustment, while role discretion, co-worker support and work-method ambiguity (clarity) were significantly positively related to work adjustment. Of the three hypothesized outcomes, work adjustment was significantly positively related only to job satisfaction but not to quality of life and marital adjustment. Though not the focus of this study, interaction adjustment was found to be significantly positively related to quality of life. Limitations of the study and implications of the findings are discussed.