Antecedents and outcomes of employee wellbeing: a path model approach

Employee wellbeing is also known as ‘happiness’. It received ample attention during the last decades due to its importance in one’s personal as well as organizational life. It is considered as one of the essential factors in achievement of competitive advantage. In order to get the very best out of their organization, many managers are choosing to adopt practices to increase the wellbeing of their staff. Using the humanization approach this research is aimed at examining the antecedents (High performance work system) and outcome (organizational performance) of employee wellbeing. The research further examines the moderating role of fun at work on the relationship between High performance work system and employee wellbeing. Organizations that consider their employees as assets take good care about their wellbeing and as a result they perform better. There is no ‘one size fits all’ but where managers are able to raise employee wellbeing, they also expect to gain boosts in the organizational performance. Therefore, this research is done viewing high performance work system through the lens of humanization within i.e. IT sector of Pakistan. A sample of 327 respondents was drawn using purposive sampling technique. The instrument consisted of the adapted measures of high performance work system, and organizational performance, wellbeing and fun at work. Structural equation modeling (SEM) was used to test the hypotheses using AMOS software. The results suggest that high performance work system inûuences employee wellbeing which ultimately results in increased organizational performance. Limitations and future research recommendations are also discussed.