The Impact of Well-being Oriented HRM Practices on Adaptive Performance and Internal Reputation: The Mediating Role of Emotional Culture

Abstract

This study focuses on the importance of wellbeing oriented HRM practices in improving the employee’s adaptive performance and building organization’s internal reputation. Scholars have studied HRM as an antecedent of organizational performance and reputation, but the impact of HRM practices that are purely related to wellbeing is rarely explored. Therefore, to fill this research gap, we demonstrate wellbeing oriented HRM incorporation combined with emotional culture based on social exchange theory. This study involved 655 employees from health care sector of Pakistan and AJK. Survey data were analyzed using Structural Equation Model (SEM). All hypothesized relationships were supported. The findings confirm that wellbeing oriented HRM practices positively influence adaptive performance and internal reputation through the mediating effect of emotional culture in an organization. Theoretical and practical implications are discussed.

Keywords: Wellbeing oriented HRM, adaptive performance, emotional culture, internal reputation, structural equation modeling