HRM, employee well-being and organizational performance: A balanced perspective

The impact of HRM on organizational performance has become the dominant topic in HR research. Although a large body of empirical research has shown that HRM has a substantial effect on company performance, little research has been done on the role of employees in this relationship. This thesis integrates employees in research on the HRMperformance linkage. First, the OB perspective (climate, perceptions of HRM, and employee well-being literature) is aligned towards the topic of (S)HRM and performance. Secondly, the mutual gains and conflicting outcomes perspectives on the effects of HRM on employee well-being and organizational performance are tested. In addition, to bridge the gap between research and practice, this thesis focuses on implications for HR practice, in particular in the context of workforce scorecards. Finally, to overcome some of the methodological shortcomings of prior research, research methodologies innovative in the field of HRM are applied