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The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude

Hameed, Athar and Khwaja, Muddasar Ghani (2022) The impact of benevolent human resource management attributions on employees’ general work stress, with the mediating influence of gratitude. Journal of General Management. ISSN 0306-3070

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Abstract or description

Workplace stress can cause serious physical and mental illness and result in billions of dollars in lost productivity every year. Researchers have called for the development of frameworks through which Human Resource Management (HRM) practices can reduce employee stress. Building on HRM attribution theory, this study builds a framework based on benevolent HRM attributions. Benevolent HRM attributions are employee beliefs that their management has enacted HRM practices to support their performance (performance HRM attributions) and improve their well-being (well-being HRM attributions). This study examined if both benevolent HRM attributions engender employee gratitude, which in turn may reduce their general job stress levels. Respondents of the study were chosen from the telecom sector of Pakistan as they operate in a high stress inducing environment. The theoretically based causal associations were examined by employing the structural equation modeling (SEM) method. The results confirmed the hypotheses and also showed that both benevolent HRM attributions reduce employees’ job stress with the mediating influence of gratitude. The theoretical and practical implications of these findings are discussed as well.

Item Type: Article
Uncontrolled Keywords: Gratitude; occupational stress, work stress, HRM attributions, employee wellbeing
Faculty: Staffordshire Business School > Business and Marketing
Depositing User: Muddasar KHWAJA
Date Deposited: 05 Dec 2022 12:04
Last Modified: 05 Dec 2022 12:04
URI: https://eprints.staffs.ac.uk/id/eprint/7540

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