Human resource management policies, confidence and well-being: a study in a multinational company

Abstract

The main authors in the area of Human Resource Management (HRM), including Legge (2006) and Wilkinson, Bacon, Redman and Snell (2010), agree that people have an important and strategic role in organizations. Since HRM policies need to contribute to greater well-being and strengthen the confidence of employees in organizations (Mariotti & Souza, 2009; Nishii, Lepak, & Schneider, 2008; Turner, Huemann, & Keegan, 2008), this study aimed to assess the relationship between these variables, as perceived by 141 employees in a multinational company in the field of information technology. Multiple linear regression analysis, structural equation modeling and maximum likelihood method were conducted to test the proposed models of relationships between the variables cited above. Thus, it was possible to identify and confirm the influence HRM policies have on both confidence in the organization and employee well-being at work, as well as the influence of confidence on well-being at work. This research contributes to the advancement of studies in the areas of Human Resources Management and Organizational Behavior by analyzing a previously unexplored relationship between a set of variables and also served as a diagnostic for the studied organization, assisting company managers in their decision-making in order to improve employee well-being.

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