过度强化工作有害吗?对员工心理健康及工作投入的影响

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2023-08-07 DOI:10.1177/23220937231185960

V. Chouhan

{"title":"过度强化工作有害吗?对员工心理健康及工作投入的影响","authors":"V. Chouhan","doi":"10.1177/23220937231185960","DOIUrl":null,"url":null,"abstract":"The article empirically investigates the relationship between work intensification (WI) and employee well-being by considering high-performance work systems (HPWS) and perceived organisational support (POS) as mediators. An integrated model is designed to discover the interactions between WIs, indicators of employee well-being (psychological health and work engagement), POS and HPWS. Our sample consists of 411 executives working in Indian IT organisations. Data analyses were performed by structural equation modelling. The research found that WI adversely impacts employee well-being. The findings revealed that POS and HPWS mediate the linkage between WI and employee well-being. The research findings make significant contributions by demonstrating how WI affects employee well-being and by assisting organisations in implementing sustainable HRM practices and constructing a congenial atmosphere. Finally, we sum up the impact of WI on workers, their families and society, and present a broad variety of implications for researchers and practitioners to comprehend sustainable HRM and its role in enhancing employee well-being.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":" ","pages":""},"PeriodicalIF":1.4000,"publicationDate":"2023-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Is Too Much Work Intensification Harmful? Impact on Psychological Health and Work Engagement of Employees\",\"authors\":\"V. Chouhan\",\"doi\":\"10.1177/23220937231185960\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"The article empirically investigates the relationship between work intensification (WI) and employee well-being by considering high-performance work systems (HPWS) and perceived organisational support (POS) as mediators. An integrated model is designed to discover the interactions between WIs, indicators of employee well-being (psychological health and work engagement), POS and HPWS. Our sample consists of 411 executives working in Indian IT organisations. Data analyses were performed by structural equation modelling. The research found that WI adversely impacts employee well-being. The findings revealed that POS and HPWS mediate the linkage between WI and employee well-being. The research findings make significant contributions by demonstrating how WI affects employee well-being and by assisting organisations in implementing sustainable HRM practices and constructing a congenial atmosphere. Finally, we sum up the impact of WI on workers, their families and society, and present a broad variety of implications for researchers and practitioners to comprehend sustainable HRM and its role in enhancing employee well-being.\",\"PeriodicalId\":42119,\"journal\":{\"name\":\"South Asian Journal of Human Resource Management\",\"volume\":\" \",\"pages\":\"\"},\"PeriodicalIF\":1.4000,\"publicationDate\":\"2023-08-07\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"South Asian Journal of Human Resource Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1177/23220937231185960\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q3\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/23220937231185960","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 0

摘要

本文通过考虑高性能工作系统(HPWS)和感知组织支持(POS)作为中介，实证研究了工作强化(WI)与员工幸福感之间的关系。设计了一个集成模型来发现WIs、员工幸福感指标(心理健康和工作投入)、POS和HPWS之间的相互作用。我们的样本包括在印度IT组织工作的411名高管。数据分析采用结构方程模型。研究发现，WI会对员工的幸福感产生负面影响。研究发现，POS和HPWS在WI与员工幸福感之间起中介作用。研究结果通过展示WI如何影响员工福祉，并通过协助组织实施可持续的人力资源管理实践和构建融洽的氛围，做出了重大贡献。最后，我们总结了WI对工人、他们的家庭和社会的影响，并为研究人员和从业者理解可持续人力资源管理及其在提高员工福祉方面的作用提出了广泛的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

查看原文本刊更多论文

Is Too Much Work Intensification Harmful? Impact on Psychological Health and Work Engagement of Employees

The article empirically investigates the relationship between work intensification (WI) and employee well-being by considering high-performance work systems (HPWS) and perceived organisational support (POS) as mediators. An integrated model is designed to discover the interactions between WIs, indicators of employee well-being (psychological health and work engagement), POS and HPWS. Our sample consists of 411 executives working in Indian IT organisations. Data analyses were performed by structural equation modelling. The research found that WI adversely impacts employee well-being. The findings revealed that POS and HPWS mediate the linkage between WI and employee well-being. The research findings make significant contributions by demonstrating how WI affects employee well-being and by assisting organisations in implementing sustainable HRM practices and constructing a congenial atmosphere. Finally, we sum up the impact of WI on workers, their families and society, and present a broad variety of implications for researchers and practitioners to comprehend sustainable HRM and its role in enhancing employee well-being.

求助全文

通过发布文献求助，成功后即可免费获取论文全文。去求助

来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.