This research focus on the question of how different HRM systems (as bundles or configurations of HRM practices) affect job quality (in terms of the quality of working and employment conditions) on the one hand and company performance on the other. It is assumed that the HR strategy of a company determines the respective working and employment conditions and thus the well-being of employees. Employee well-being in turn forms a central mediator in the relationship between HRM and company performance, as it is decisive for employees’ commitment, motivation and performance.
Letzte Änderung: 3. March 2022