Understanding the effects of perceived organizational support and high-performance work systems on health harm through sustainable HRM lens: a moderated mediated examination

dc.contributor.author Chillakuri, Bharat
dc.contributor.author Vanka, Sita
dc.date.accessioned 2022-03-27T02:12:24Z
dc.date.available 2022-03-27T02:12:24Z
dc.date.issued 2020-01-01
dc.description.abstract Purpose: The purpose of this paper is to provide an empirical investigation into the mediating effect of high-performance work systems (HPWS) on health harm (HH). The paper also examines the role of perceived organizational support (POS) and its indirect effect on work intensification (WI) and HH through HPWS. Further, the implications of the HH on individuals, organizations, families and societies are also presented. Recognizing the need for sustainable human resource management (HRM) practices that drive employee well-being and reducing HH is also highlighted. Design/methodology/approach: Data for the study were collected using four established scales. The data collected from 345 executives were analyzed using the SPSS 25.0 Version and Amos 21.0. Findings: The study confirmed that work intensification causes HH. The results also indicate the significant mediation of HPWS and the moderation of POS between WI and HH, thus suggesting the inevitability of HR intervention for implementing sustainable HRM practices, which reduce the negative harm of the work. Research limitations/implications: Data were collected from executives working in IT organizations in India. However, IT work exhibits broadly similar technology/platforms across the world and hence, applicable to the other contexts as well. Practical implications: The study suggests that organizations should formulate policies and initiate interventions toward the care of employees, motivating toward higher performance and support them to prevent HH of work. It is difficult to categorize what comprises the care of employees in the current context of HPWS and treating employees as an end in itself. Generally, it is seen in terms of health and safety, work–life balance, remuneration, workload, job role and job design. People are core to sustainable development, and the HR must design and develop systems so that the organization can retain a healthy and productive workforce from a sustainability perspective. Moreover, sustainable work performance is a function of high resource levels of employees (energy, time and competences) and the allocation of resources, leading to resource regeneration. Hence, organizations need to source from a variety of sources and balance it for the sustainable performance of employees. Originality/value: The HRM literature reveals the positive effect of POS on employee health, but studies that investigated the adverse impact of POS are notably absent. The study bridges this gap and is novel, as it explores the moderating role of POS on HPWS and HH and reaffirms the need for building sustainable organizations and sustainable HRM practices. Moreover, the paper provides contextual support to the literature, where studies relating to sustainable HRM practices in developing countries like India are absent.
dc.identifier.citation Employee Relations
dc.identifier.issn 01425455
dc.identifier.uri 10.1108/ER-01-2019-0046
dc.identifier.uri https://www.emerald.com/insight/content/doi/10.1108/ER-01-2019-0046/full/html
dc.identifier.uri https://dspace.uohyd.ac.in/handle/1/4992
dc.subject Health harm
dc.subject High-performance work systems
dc.subject Perceived organizational support
dc.subject Sustainable HRM
dc.subject Work intensification
dc.title Understanding the effects of perceived organizational support and high-performance work systems on health harm through sustainable HRM lens: a moderated mediated examination
dc.type Journal. Article
dspace.entity.type
Files
License bundle
Now showing 1 - 1 of 1
No Thumbnail Available
Name:
license.txt
Size:
1.71 KB
Format:
Plain Text
Description: