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Human resource management–well-being–performance research revisited: Past, present, and future

Research output: Contribution to journalReview article

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Human resource management–well-being–performance research revisited : Past, present, and future. / Peccei, Riccardo; Van De Voorde, Karina.

In: HUMAN RESOURCE MANAGEMENT JOURNAL, Vol. 29, No. 4, 11.2019, p. 539-563.

Research output: Contribution to journalReview article

Harvard

Peccei, R & Van De Voorde, K 2019, 'Human resource management–well-being–performance research revisited: Past, present, and future', HUMAN RESOURCE MANAGEMENT JOURNAL, vol. 29, no. 4, pp. 539-563. https://doi.org/10.1111/1748-8583.12254

APA

Peccei, R., & Van De Voorde, K. (2019). Human resource management–well-being–performance research revisited: Past, present, and future. HUMAN RESOURCE MANAGEMENT JOURNAL, 29(4), 539-563. https://doi.org/10.1111/1748-8583.12254

Vancouver

Peccei R, Van De Voorde K. Human resource management–well-being–performance research revisited: Past, present, and future. HUMAN RESOURCE MANAGEMENT JOURNAL. 2019 Nov;29(4):539-563. https://doi.org/10.1111/1748-8583.12254

Author

Peccei, Riccardo ; Van De Voorde, Karina. / Human resource management–well-being–performance research revisited : Past, present, and future. In: HUMAN RESOURCE MANAGEMENT JOURNAL. 2019 ; Vol. 29, No. 4. pp. 539-563.

Bibtex Download

@article{d69edd19dfc345209c6eda6f58a46f62,
title = "Human resource management–well-being–performance research revisited: Past, present, and future",
abstract = "The authors provide an up-to-date theoretically based qualitative review of research dealing with the relationship between HRM, employee well-being, and individual/organisational performance (HRM-WB-IOP research). The review is based on a systematic critical analysis of all HRM-WB-IOP studies (N = 46) published in 13 core HRM and management journals in the 2000 to 2018 period. The authors first identify different theoretical models of the HRM-WB-IOP relationship, which they then use to map research in the area. The results show that mutual gains conceptualisations play a dominant role in extant HRM-WB-IOP research, at the expense of alternative conflicting outcomes and mutual losses models, which are also shown to receive very limited empirical support across the 46 studies. As part of this mapping exercise, the authors identify important knowledge gaps in the area and conclude by setting out a number of key recommendations for future research to address these gaps.",
keywords = "employee well-being, HRM, individual and organisational performance, qualitative review",
author = "Riccardo Peccei and {Van De Voorde}, Karina",
year = "2019",
month = nov,
doi = "10.1111/1748-8583.12254",
language = "English",
volume = "29",
pages = "539--563",
journal = "HUMAN RESOURCE MANAGEMENT JOURNAL",
issn = "0954-5395",
publisher = "WILEY-BLACKWELL",
number = "4",

}

RIS (suitable for import to EndNote) Download

TY - JOUR

T1 - Human resource management–well-being–performance research revisited

T2 - Past, present, and future

AU - Peccei, Riccardo

AU - Van De Voorde, Karina

PY - 2019/11

Y1 - 2019/11

N2 - The authors provide an up-to-date theoretically based qualitative review of research dealing with the relationship between HRM, employee well-being, and individual/organisational performance (HRM-WB-IOP research). The review is based on a systematic critical analysis of all HRM-WB-IOP studies (N = 46) published in 13 core HRM and management journals in the 2000 to 2018 period. The authors first identify different theoretical models of the HRM-WB-IOP relationship, which they then use to map research in the area. The results show that mutual gains conceptualisations play a dominant role in extant HRM-WB-IOP research, at the expense of alternative conflicting outcomes and mutual losses models, which are also shown to receive very limited empirical support across the 46 studies. As part of this mapping exercise, the authors identify important knowledge gaps in the area and conclude by setting out a number of key recommendations for future research to address these gaps.

AB - The authors provide an up-to-date theoretically based qualitative review of research dealing with the relationship between HRM, employee well-being, and individual/organisational performance (HRM-WB-IOP research). The review is based on a systematic critical analysis of all HRM-WB-IOP studies (N = 46) published in 13 core HRM and management journals in the 2000 to 2018 period. The authors first identify different theoretical models of the HRM-WB-IOP relationship, which they then use to map research in the area. The results show that mutual gains conceptualisations play a dominant role in extant HRM-WB-IOP research, at the expense of alternative conflicting outcomes and mutual losses models, which are also shown to receive very limited empirical support across the 46 studies. As part of this mapping exercise, the authors identify important knowledge gaps in the area and conclude by setting out a number of key recommendations for future research to address these gaps.

KW - employee well-being

KW - HRM

KW - individual and organisational performance

KW - qualitative review

UR - http://www.scopus.com/inward/record.url?scp=85071756982&partnerID=8YFLogxK

U2 - 10.1111/1748-8583.12254

DO - 10.1111/1748-8583.12254

M3 - Review article

AN - SCOPUS:85071756982

VL - 29

SP - 539

EP - 563

JO - HUMAN RESOURCE MANAGEMENT JOURNAL

JF - HUMAN RESOURCE MANAGEMENT JOURNAL

SN - 0954-5395

IS - 4

ER -

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