{"corpus_id":166786796,"paper_sha":"98a9b403c7b77968fc7a2fb3b3d4834628f8817d","doi":"10.5771/0935-9915-2006-3-241","arxiv_id":null,"pmid":null,"pmcid":null,"mag_id":1522720165,"dblp_id":null,"acl_id":null,"title":"HRM, Company Performance and Employee Well-being","year":2006,"publication_date":"2006-07-01","venue":"","journal":{"name":"management revue. 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The relationship between S/HRM and company performance has received much attention in prior literature, while the employee perspective has been widely neglected in this research tradition. The purpose of this paper is two-fold: first, to identify and evaluate how company performance and employee well-being are related, and, secondly, to evaluate the possibilities of HR policies and practices to impact on company performance and employee well-being. The results indicate that the relationship between company performance and employee well-being is weak and difficult to grasp. And such is the direct link between HRM and employee well-being, which is better explained by typical work-related factors. Instead, HR practices are relatively good predictors of company performance.","claims":[{"public_id":"cl_b95ffafadac73355cae14df69ab85e75","status":"active","text":"HR practices are relatively good predictors of company performance.","confidence":0.95,"contributors":[{"id":1,"public_id":"12632b8b5f","public_label":"Anonymous (12632b8b5f)","roles":["extraction"],"url":"https://sah.borca.ai/u/12632b8b5f"}],"url":"https://sah.borca.ai/claims/cl_b95ffafadac73355cae14df69ab85e75"},{"public_id":"cl_dfa0790dc5e25658791bc145bd7c0716","status":"active","text":"The direct link between HRM and employee well-being is weak and is better explained by typical work-related factors.","confidence":0.93,"contributors":[{"id":1,"public_id":"12632b8b5f","public_label":"Anonymous 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