High commitment HRM and well-being of frontline food service employees: the mediating roles of job demands and psychological conditions

IF 3.8 Q2 BUSINESS
Kujtim Hameli, Bujamin Bela
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Abstract

PurposeThis study aims to examine the relationship between high commitment human resource management (HCHRM) practices and employee well-being in the food service industry, with a focus on the mediating roles of job demands and psychological conditions.Design/methodology/approachA survey was conducted among 296 frontline employees in the food service industry, and the data were analyzed using structural equation modeling (SEM) in AMOS ver26.FindingsThe results showed that HCHRM practices do not directly affect employee well-being. However, psychological conditions play a crucial role in mediating the relationship between HCHRM practices and employee well-being. Specifically, the psychological conditions of meaningfulness and availability significantly predicted work engagement and mediated the relationship between HCHRM practices and employee well-being. On the other hand, job demands did not mediate the relationship between HCHRM practices and employee well-being.Research limitations/implicationsAlthough the study addressed common method variance, the cross-sectional nature of the data limits the ability to infer causal relationships among variables. Future studies could adopt a longitudinal research design to investigate the causal relationships among variables. In addition, the study recommends that managers in the food service industry adopt HCHRM practices and provide necessary psychological conditions to promote employee well-being.Originality/valueThis study extends the current literature on HCHRM and employee well-being in the food service industry by providing new insights into the mediating role of psychological conditions. The findings suggest that HCHRM practices can indirectly promote employee well-being through the enhancement of psychological conditions. These insights could help managers in the food service industry to design effective HRM strategies that foster employee well-being and reduce turnover.
高承诺人力资源管理与一线餐饮服务员工幸福感:工作需求和心理条件的中介作用
目的本研究旨在检验食品服务行业高承诺人力资源管理(HCHRM)实践与员工幸福感之间的关系,重点研究工作需求和心理状况的中介作用。设计/方法/方法对296名食品服务行业的一线员工进行了调查,并使用AMOS ver26中的结构方程建模(SEM)对数据进行了分析。结果表明,六氯环己烷的做法不会直接影响员工的幸福感。然而,心理条件在调解人权专员的做法与员工幸福感之间的关系方面发挥着至关重要的作用。具体而言,有意义和可用性的心理条件显著预测了工作参与度,并调节了HCHRM实践与员工幸福感之间的关系。另一方面,工作需求并不能调节人权专员的做法与员工福祉之间的关系。研究局限性/含义尽管该研究涉及常见方法方差,但数据的横截面性质限制了推断变量之间因果关系的能力。未来的研究可以采用纵向研究设计来调查变量之间的因果关系。此外,该研究建议食品服务行业的管理人员采用HCHRM的做法,并提供必要的心理条件来促进员工的幸福感。独创性/价值这项研究通过对心理条件的中介作用提供新的见解,扩展了当前关于食品服务行业HCHRM和员工幸福感的文献。研究结果表明,HCHRM的做法可以通过改善心理状况间接促进员工的幸福感。这些见解可以帮助食品服务行业的管理者设计有效的人力资源管理战略,促进员工福祉并减少人员流动。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
9.80
自引率
19.20%
发文量
61
期刊介绍: The EuroMed Journal of Business (EMJB) is the premier publication facilitating dialogue among researchers from Europe and the Mediterranean. It plays a vital role in generating and disseminating knowledge about various business environments and trends in this region. By offering an up-to-date overview of emerging business practices in specific countries, EMJB serves as a valuable resource for its readers. As the official journal of the EuroMed Academy of Business, EMJB is committed to reflecting the economic growth seen in the European-Mediterranean region. It aims to be a focused and targeted business journal, highlighting environmental opportunities, threats, and marketplace developments in the area. Through its efforts, EMJB promotes collaboration and open dialogue among diverse research cultures and practices. EMJB serves as a platform for debating and disseminating research findings, new research areas and techniques, conceptual developments, and practical applications across various business segments. It seeks to provide a forum for discussing new ideas in business, including theory, practice, and the issues that arise within the field.
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