Lincoln International Business School, University of Lincoln, Lincoln, UK.
Cardiff Business School, Cardiff University, Cardiff, UK.
Stress Health. 2023 Dec;39(5):1106-1123. doi: 10.1002/smi.3252. Epub 2023 Apr 25.
Drawing on the labour process theory and the job-demands resources model, this study challenges the assumption of beneficial effects of high-performance HR practices (HPHRP). The study argues that such practices lead to heightened work demands, which in turn compromise employees' well-being. The study also argues that the negative consequences associated with HPHRP can be ameliorated when employees receive support from their managers. To test the study's moderated mediation model, multisource matched employer-employee data from the Workplace Employment Relations Survey 2011 is used. Results of generalised multilevel structural equation modelling in STATA revealed that the relationship between HPHRP and well-being (anxiety and depression) is mediated by Job demands (JD). Furthermore, the relationship between JD and both anxiety and depression is moderated by Managerial support (MS), such that when the level of MS is high, the positive relationship between HPHRP and both anxiety and depression via JD is weaker. Taken together, the findings of the study advance our understanding of why and when HPHRP may impair employees' well-being.
本研究借鉴劳动力过程理论和工作要求-资源模型，对高绩效人力资源实践（HPHRP）有益效果的假设提出了挑战。研究认为，这些实践会导致工作要求的提高，进而损害员工的幸福感。研究还认为，当员工得到经理的支持时，HPHRP 带来的负面影响可以得到缓解。为了检验研究的有调节的中介模型，本研究使用了 2011 年工作场所雇佣关系调查的多源匹配雇主-员工数据。STATA 中的广义多层结构方程模型的结果表明，HPHRP 与幸福感（焦虑和抑郁）之间的关系是由工作要求（JD）介导的。此外，JD 与焦虑和抑郁之间的关系受到管理支持（MS）的调节，即当 MS 水平较高时，HPHRP 通过 JD 与焦虑和抑郁之间的正相关关系较弱。总的来说，该研究的结果增进了我们对为什么以及何时 HPHRP 可能会损害员工幸福感的理解。
