Employee psychological conditions as mediators of the relationship between human resource management and employee work engagement
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Employee psychological conditions as mediators of the relationship between human resource management and employee work engagementData de publicació
2022-05-25Editor
Taylor & Francis GroupCita bibliogràfica
Inmaculada Beltrán-Martín, Jacob Guinot-Reinders & Alma María Rodríguez-Sánchez (2022) Employee psychological conditions as mediators of the relationship between human resource management and employee work engagement, The International Journal of Human Resource Management, DOI: 10.1080/09585192.2022.2078990Tipus de document
info:eu-repo/semantics/articleVersió de l'editorial
https://www.tandfonline.com/doi/abs/10.1080/09585192.2022.2078990?journalCode=rijh20Versió
info:eu-repo/semantics/acceptedVersionParaules clau / Matèries
Resum
Employee work engagement is an asset valued by today’s organisations, not only as an indicator of well-being at work but also because it improves both employees’ work performance and organisational performance. Knowing ... [+]
Employee work engagement is an asset valued by today’s organisations, not only as an indicator of well-being at work but also because it improves both employees’ work performance and organisational performance. Knowing how employee work engagement can be fostered in the firm is therefore a subject of great interest to both academics and managers, but few studies have examined how organisational interventions positively affect employee work engagement. In this research, we focus on the relevance of organisations’ human resource management to promote high levels of engagement among their employees. The theoretical framework guiding our research, Kahn’s (1990) model, provides interesting insights into the mechanisms through which human resource management influences employee work engagement. By testing a multilevel model based on matched data from a sample of 146 HR managers and 504 employees in Spanish companies, our analyses show that high performance work systems have a positive influence on work engagement through the employee psychological conditions of meaningfulness, psychological safety and psychological availability. [-]
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The International Journal of Human Resource ManagementDrets d'accés
© 2022 Informa UK Limited
info:eu-repo/semantics/openAccess
info:eu-repo/semantics/openAccess
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