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.
Similar content being viewed by others
Notes
According to a study by Hay Group, in partnership with CEBR (Center for Economics and Business Research), the rate of employee turnover in France in 2013 was 13.7%. The study found that 30% of employees wanted to stay with their current company for between 3 and 5 years—the second highest rate in Europe. Furthermore, the study showed that, by 2018, the turnover rate would increase by two percentage points (to 15.1%), http://www.myrhline.com/actualite-rh.
French Directorates for Enterprise, Competition Policy, Consumer Affairs, Labor and Employment: http://www.santeperformance.fr/documents/ressources/bien-etre-au-travail-et-perf-eco-direcctera.pdf.
Abbreviations
- WB:
-
Well-being
- POB:
-
Presumption of organizational benevolence
- POS:
-
Perceived organizational support
References
Anderson, J. C., & Gerbing, D. W. (1988). Structural modeling in practice: A review and recommended two steps approach. Psychological Bulletin, 103(3), 411–423.
Aselage, J., & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: A theoretical integration. Journal of Organizational Behavior, 24(5), 491–509.
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.
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.
Bentein, K., Stinglhamber, F., & Vandenberghe, C. (2000). L’engagement des salariés dans le travail. Revue Québécoise de Psychologie, 21(3), 133–157.
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.
Bradburn, N. M. (1969). The structure of psychological well-being. Chicago: Aldine.
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.
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.
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.
Cohen, R. H. (2013). Plaidoyer pour un leadership bienveillant. L’Expansion Management Review, 1(148), 90–99.
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.
Coyle-Shapiro, J., & Conway, N. (2005). Exchange relationships: Examining psychological contracts and perceived organizational support. Journal of Applied Psychology, 90(4), 774–781.
Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95(3), 542–575.
Diener, E., & Emmons, R. A. (1985). The independence of positive and negative affect. Journal of Personality and Social Psychology, 47(5), 1105–1117.
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.
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.
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/.
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.
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.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support: Fostering enthusiastic and productive employees. Washington, DC: APA Books.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
Frisou, J. (2000). Confiance interpersonnelle et engagement: Une réorientation béhavioriste. Recherche et Application en Marketing, 15(1), 63–80.
Ganesan, S. (1994). Determinants of long-term orientation in buyer-seller relationships. Journal of Marketing, 58(2), 1–19.
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.
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.
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.
Guerrero, S., & Herrbach, O. (2008). The affective underpinnings of psychological contract fulfilment. Journal of Managerial Psychology, 23(1), 4–17.
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.
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.
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.
Jöreskog, K. G. (1971). Simultaneous factor analysis in several populations. Psychometrika, 36, 409–426.
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.
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.
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.
Maslow, A. H., Frager, R., & Cox, R. (1970). Motivation and personality (Vol. 2). New York: Harper & Row.
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.
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.
Moore, J. E. (2000). One road to turnover: An examination of work exhaustion in technology professionals. MIS Quarterly, 24(1), 141–168.
Panczuk, S., & Point, S. (2011). Enjeux et outils du marketing EH. Promouvoir et vendre les ressources humaines. Editions Eyrolles.
Poon, J. M. L. (2013). Effects of benevolence, integrity, and ability on trust-in-supervisor. Employee Relations, 35(4), 396–407.
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.
Rempel, J. K., Homes, J. G., & Zanna, M. P. (1985). Trust in close relationships. Journal of Personality and Social Psychology, 49(1), 95–112.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698–714.
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.
Rolland, J.-P. (2000). Le bien-être subjectif: Revue de question. Pratiques Psychologiques, 1, 5–21.
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.
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.
Warr, P. (1990). The measurement of well-being and other aspects of mental health. Journal of Occupational Psychology, 63(3), 193–210.
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.
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.
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.
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.
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.
Author information
Authors and Affiliations
Corresponding author
Ethics declarations
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.
Rights and permissions
About this article
Cite this article
Viot, C., Benraiss-Noailles, L. The Link Between Benevolence and Well-Being in the Context of Human-Resource Marketing. J Bus Ethics 159, 883–896 (2019). https://doi.org/10.1007/s10551-018-3834-1
Received:
Accepted:
Published:
Issue Date:
DOI: https://doi.org/10.1007/s10551-018-3834-1