Hrm, Company Performance and Employee Well-Being**

Zusammenfassung

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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.

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Auszug

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Hrm, Company Performance and Employee Well-Being**

Introduction

The external environment of companies has encountered a radical change within the past decade. The increased international competition and globalization of businesses have posed new demands for corporate financial result, profitability and shareholder value (Huselid 1995; Decker et al. 2001; Boselie et al. 2005). The restructuring and downsizing of companies and the increasing stringency in the use of labor have in many cases resulted in a positive effect on profitability but a negative one on employees' well-being and workability (Vahtera et al. 1997; McDonough 2000; Dunham 2001). Today, the HR managers and academics have widely internalized the role of HRM in enhancing company performance. Instead, the role of HRM as a guardian of employee well-being is less favorable both among scholars and practitioners. The critical articles on the relationship between HRM and company performance (Guest 2002; Gerhart 2005; Wright/Haggerty 2005) call for building employees into the HRM - performance equation.

The purpose of this paper is two-fold: first, to discuss the role of employee well-being in HRM-performance research and to identify and evaluate how company performance and employee well-being are related (or are they?), and, secondly, to evaluate the possibilities of HR policies and practices to impact on company performanc...

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