How Wellbeing Oriented HRM Influence Innovative Work Behavior? Through Mediating Role of Proactive Motivation

Abstract

To better understand the relationship between work energy, organizational identification, innovative work behavior (IWB), and well-being-oriented human resource management (WHR), this article will quantify and conceptualize the concept of WHR. A two-wave structural equation model technique used in a sample of 413 respondents to confirm whether proactive motivational states i.e. work energy and organizational identification is a mediating factor in the link between WHR and IWB. According to this study, the goal of human resource management (HRM) is well-being. WHR is quantifiable and conceptualizable. Furthermore, WHR practices help to promote IWB. This study investigates that how proactive motivational model as a catalyst in the connection between these HRM activities and IWB. Our three contributions, which draw from the social exchange theory, proactive motivational model and the Job Demands-Resources model, are to: (1) conceptualize and measure WHR empirically; (2) identify the impact of WHR on IWB; and (3) evaluate the role of proactive motivational states i.e. work energy and organizational identification as a mediating factor in the relationship between IWB and well-being-oriented HRM.

Keywords: Wellbeing-oriented HRM, Proactive Motivation, Organizational Identification, Work Energy, Innovative work behavior