Advertisement

The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing

  • Catherine ViotEmail author
  • Laïla Benraiss-Noailles
Original Paper

Abstract

Although interest in the subject of human-resource marketing is growing among researchers and practitioners, there have been remarkably few studies on the effects on employees of how benevolent their organization is. This article looks at the link between the presumption of organizational benevolence and the well-being of employees at work. The results of an empirical study of 595 employees show that the presumption of organizational benevolence is positively linked to employee well-being. The effect is indirect, as it is mediated by the perceived level of organizational support. The existence of a link between employee well-being and intention to quit the company is also confirmed.

Keywords

Human-resource marketing Presumption of organizational benevolence Well-being at work Perceived organizational support Intention to leave the job 

Abbreviations

WB

Well-being

POB

Presumption of organizational benevolence

POS

Perceived organizational support

Notes

Compliance with Ethical Standards

Conflict of interest

The authors declare that they have no conflict of interest.

Ethical Approval

All procedures performed in studies involving human participants were in accordance with the ethical standards of the institutional and/or national research committee and with the 1964 Helsinki declaration and its later amendments or comparable ethical standards. This article does not contain any studies with animals performed by any of the authors.

Informed Consent

Informed consent was obtained from all individual participants included in the study.

References

  1. Anderson, J. C., & Gerbing, D. W. (1988). Structural modeling in practice: A review and recommended two steps approach. Psychological Bulletin, 103(3), 411–423.CrossRefGoogle Scholar
  2. Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491–509.CrossRefGoogle Scholar
  3. Baran, B., Rhoades, L., & Miller, L. (2012). Advancing organizational support theory into the twenty-first century world of work. Journal of Business and Psychology, 27(2), 123–147.CrossRefGoogle Scholar
  4. Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social-psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182.CrossRefGoogle Scholar
  5. Bentein, K., Stinglhamber, F., & Vandenberghe, C. (2000). L’engagement des salariés dans le travail. Revue Québécoise de Psychologie, 21(3), 133–157.Google Scholar
  6. Biétry, F., & Creusier, J. (2013). Proposition d'une échelle de mesure positive du bien-être au travail. Revue de gestion des ressources humaines, 1(87), 23–41.CrossRefGoogle Scholar
  7. Bradburn, N. M. (1969). The structure of psychological well-being. Chicago: Aldine.Google Scholar
  8. Brunel, O., & Morrisson, O. (2008). Les effets médiateurs de la confiance et de l’attachement dans la relation satisfaction-intentions de réachat pour le traitement des réclamations. In XXIVth Annual Conference of the AFM (Association Française de Marketing), Paris, 15–16 May 2008.Google Scholar
  9. Chughtai, A., Byrne, M., & Flood, B. (2015). Linking ethical leadership to employee well-being: The role of trust in supervisor. Journal of Business Ethics, 128(3), 653–663.CrossRefGoogle Scholar
  10. Clarke, N., & Mahadi, N. (2017). mutual recognition respect between leaders and followers: Its relationship to follower job performance and well-being. Journal of Business Ethics, 141(1), 163–178.CrossRefGoogle Scholar
  11. Cohen, R. H. (2013). Plaidoyer pour un leadership bienveillant. L’Expansion Management Review, 1(148), 90–99.CrossRefGoogle Scholar
  12. Connolly, J. J., & Viswesvaran, C. (1999). Positive and negative Affect: A meta-analysis. In Presentation at the 14th annual conference of the society for industrial and organizational psychology, Atlanta, GA; April 1999.Google Scholar
  13. Coyle-Shapiro, J., & Conway, N. (2005). Exchange relationships: Examining psychological contracts and perceived organizational support. Journal of Applied Psychology, 90(4), 774–781.CrossRefGoogle Scholar
  14. Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95(3), 542–575.CrossRefGoogle Scholar
  15. Diener, E., & Emmons, R. A. (1985). The independence of positive and negative affect. Journal of Personality and Social Psychology, 47(5), 1105–1117.CrossRefGoogle Scholar
  16. Diener, E., & Larsen, R. J. (1993). The experience of emotional well-being. In M. Lewis & J. M. Havilland (Eds.), Handbook of emotions. New York: Guildford Press.Google Scholar
  17. Diener, E., Oishi, S., & Lucas, R. E. (2003). Personality, culture, and subjective well-being: Emotional and cognitive evaluations of life. Annual Review of Psychology, 54(1), 403–425.CrossRefGoogle Scholar
  18. DIRECCTE. (2014). Bien-être au travail & performance économique. Le sens et la reconnaissance au cœur de la performance. June 8–17. http://www.rhone-alpes.direccte.gouv.fr/.
  19. Doney, P. P., & Cannon, J. P. (1997). An Examination of the nature of trust in buyer-seller relationships. Journal of Marketing, 61(2), 35–51.CrossRefGoogle Scholar
  20. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organisational support. Journal of Applied Psychology, 86(1), 42–51.CrossRefGoogle Scholar
  21. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.CrossRefGoogle Scholar
  22. Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. Washington, DC: APA Books.CrossRefGoogle Scholar
  23. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.CrossRefGoogle Scholar
  24. Frisou, J. (2000). Confiance interpersonnelle et engagement: Une réorientation béhavioriste. Recherche et Application en Marketing, 15(1), 63–80.CrossRefGoogle Scholar
  25. Ganesan, S. (1994). Determinants of long-term orientation in buyer-seller relationships. Journal of Marketing, 58(2), 1–19.CrossRefGoogle Scholar
  26. Giraud, L. (2015). L’intention de quitter l’entreprise: Une approche par l’étape de carrière. Revue de Gestion des Ressources Humaines, 3(97), 58–86.CrossRefGoogle Scholar
  27. Gorge, H., Özçaglar-Toulouse, N., & Toussaint, S. (2015). Bien-être and well-being in consumer research: A comparative analysis. Recherche et Applications en Marketing (English Edition), 30(2), 104–123.CrossRefGoogle Scholar
  28. Gouteron, J. (2008). L’impact de la personnalité de la marque sur la relation à la marque dans le domaine de la téléphonie mobile. La Revue des Sciences de Gestion, 5(233), 115–127.Google Scholar
  29. Guerrero, S., & Herrbach, O. (2008). The affective underpinnings of psychological contract fulfilment. Journal of Managerial Psychology, 23(1), 4–17.CrossRefGoogle Scholar
  30. Gurviez, P., & Korchia, M. (2002). Proposition d’une échelle de mesure multidimensionnelle de la confiance dans la marque. Recherche et Applications en Marketing, 17(3), 41–61.CrossRefGoogle Scholar
  31. Hair, J. F. Jr, Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis (7th ed., p. 734). Upper Saddle River: Pearson New International Edition.Google Scholar
  32. Holman, D., Chissick, C., & Totterdell, P. (2002). The effects of performance monitoring on emotional labor and well-being in call centers. Motivation and Emotion, 26(1), 57–81.CrossRefGoogle Scholar
  33. Jöreskog, K. G. (1971). Simultaneous factor analysis in several populations. Psychometrika, 36, 409–426.CrossRefGoogle Scholar
  34. Kurtessis, J., Eisenberger, R., Ford, M. T., Bufardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–1884.CrossRefGoogle Scholar
  35. Lachmann, H., Larose, C., Penicaud, M., & Moleux, M. (2010). Bien-être et efficacité au travail, Dix propositions pour améliorer la santé psychologique au travail. Rapport au Premier ministre, La Documentation française, April 2010.Google Scholar
  36. Lleó de Nalda, A., Guillén, M., & Gil Pechuán, I. (2016). The influence of ability, benevolence, and integrity in trust between managers and subordinates: the role of ethical reasoning. Business Ethics: A European Review, 25(4), 556–576.CrossRefGoogle Scholar
  37. Maslow, A. H., Frager, R., & Cox, R. (1970). Motivation and personality (Vol. 2). New York: Harper & Row.Google Scholar
  38. Massé, R., Poulin, C., Dassa, C., Lambert, J., Bélair, S., & Battaglini, A. (1998). Élaboration et validation d’un outil de mesure du bien-être psychologique: L’ÉMMBEP. Revue Canadienne de Santé Publique, 89(5), 352–357.Google Scholar
  39. Ménard, J., & Brunet, L. (2012). Authenticité et bien-être au travail: une invitation à mieux comprendre les rapports entre le soi et son environnement de travail. Pratiques Psychologiques, 18(1), 89–101.CrossRefGoogle Scholar
  40. Moore, J. E. (2000). One road to turnover: An examination of work exhaustion in technology professionals. MIS Quarterly, 24(1), 141–168.CrossRefGoogle Scholar
  41. Panczuk, S., & Point, S. (2011). Enjeux et outils du marketing EH. Promouvoir et vendre les ressources humaines. Editions Eyrolles.Google Scholar
  42. Poon, J. M. L. (2013). Effects of benevolence, integrity, and ability on trust-in-supervisor. Employee Relations, 35(4), 396–407.CrossRefGoogle Scholar
  43. Prottas, D. J. (2013). Relationships among employee perception of their manager’s behavioral integrity, moral distress, and employee attitudes and well-being. Journal of Business Ethics, 113(1), 51–60.CrossRefGoogle Scholar
  44. Rempel, J. K., Homes, J. G., & Zanna, M. P. (1985). Trust in close relationships. Journal of Personality and Social Psychology, 49(1), 95–112.CrossRefGoogle Scholar
  45. Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698–714.CrossRefGoogle Scholar
  46. Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment of the organization: the contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825–836.CrossRefGoogle Scholar
  47. Rolland, J.-P. (2000). Le bien-être subjectif: Revue de question. Pratiques Psychologiques, 1, 5–21.Google Scholar
  48. Ryff, S. D., & Keyes, C. L. M. (1995). The structure of psychological well-being revisited. Journal of Personality and Social Psychology, 69(4), 719–727.CrossRefGoogle Scholar
  49. Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equation models. In S. Leinhart (Ed.), Sociological Methodology 1892 (pp. 290–312). San Francisco: Jossey-Bass.Google Scholar
  50. Warr, P. (1990). The measurement of well-being and other aspects of mental health. Journal of Occupational Psychology, 63(3), 193–210.CrossRefGoogle Scholar
  51. Warr, P., Barter, J., & Brownbridge, G. (1983). On the independence of positive and negative affect. Journal of Personality and Social Psychology, 44(3), 644–651.CrossRefGoogle Scholar
  52. Watson, D., & Clark, L. A. (1992). On traits and temperament: general and specific factors of emotional experience and their relation to the five factor model. Journal of Personality, 60(2), 441–476.CrossRefGoogle Scholar
  53. Wright, T. A., & Bonett, D. G. (2007). Job satisfaction and psychological well-being as nonadditive predictors of workplace turnover. Journal of Management, 33(2), 141–160.CrossRefGoogle Scholar
  54. Wright, T. A., & Cropanzano, R. (1997). Well-being, satisfaction and job performance: Another look at the happy/productive worker thesis. Academy of Management Proceedings, 364–368.Google Scholar
  55. Yang, C. (2014). Does ethical leadership lead to happy workers? a study on the impact of ethical leadership, subjective well-being, and life happiness in the chinese culture. Journal of Business Ethics, 123(3), 513–525.CrossRefGoogle Scholar

Copyright information

© Springer Science+Business Media B.V., part of Springer Nature 2018

Authors and Affiliations

  1. 1.IAE Université de Bordeaux, Institut de Recherche en Gestion des Organisations (IRGO)BordeauxFrance
  2. 2.Département Techniques de CommercialisationUniversité Claude Bernard Lyon 1VilleurbanneFrance
  3. 3.Laboratoire SAF (Sciences Actuarielle et Financière)Lyon Cedex 07France

Personalised recommendations