Well-being oriented HRM configurations– Empirical diffusion, antecedences and effects on health, happiness, and relational well-being

While most of the research in HRM is focused on performance-oriented HRM practices, some scholars have put forward the idea that HRM research should start exploring the outcomes of HRM practices designed for employee well-being. In line with this call, this exploratory paper analyses the empirical diffusion of different configurations of well-being oriented HRM practices, the conditions for their use, and the associations with health, happiness, and relational well-being. Our analysis is based on high-quality data (i.e., European Working Condition Survey 2015) from a probabilistic sample of 1,364 employees in Germany. Findings show that firms use different approaches, ranging from basic investment to high investment in well-being oriented HRM practices. The different configurations are contingent on organizational and individual level characteristics. Importantly, higher investments do not always lead to higher employee well-being.