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HRM, Company Performance and Employee Well-being

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Author Info

  • Sinikka Vanhala

    ()
    (Helsinki School of Economics)

  • Kaija Tuomi

    ()
    (Finnish Institute of Occupational Health)

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    Abstract

    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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    Bibliographic Info

    Article provided by Rainer Hampp Verlag in its journal Management Revue - The international Review of Management Studies.

    Volume (Year): 17 (2006)
    Issue (Month): 3 ()
    Pages: 241-255

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    Handle: RePEc:rai:mamere:1861-9908_mrev_2006_03_vanhala

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    Related research

    Keywords: HR Practices; Longitudinal Desing; Competitive Advantage; Organizational Commitment; Organizational Effecteveness; General Satisfaction; Emotional Exhaustion;

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    Cited by:
    1. Petri B?ckerman & Pekka Ilmakunnas, 2012. "The Job Satisfaction-Productivity Nexus: A Study Using Matched Survey and Register Data," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 65(2), pages 244-262, April.

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