Person-Centered Work Systems and the Performance and Well-Being of Employees: The Mediating Role of the Fully Functioning Self


Series: Management Science – Theory and Applications
BISAC: BUS030000

The present research combines the areas of human resources management and humanistic psychology in order to propose a model of person-centered work systems that facilitate the emergence of the fully functioning person at work. The research questions of the study were as follows: i) What human resources practices constitute a person-centered work system? ii) What is the potential influence of person-centered work systems on the emergence of the fully functioning person? The study was developed in the context of knowledge workers in Mexican organizations.

Utilizing a mixed methods approach, mainly through the use of interviews, evaluator component matching, and structural equation modelling, a model of person-centered work systems and the fully functioning person was developed. Moreover, a nomological validity test of the measures developed showed a full mediation effect of the fully functioning person on employees’ creative performance and a partial mediation effect between person-centered work systems and the employee outcomes of job satisfaction, affective commitment, diminished self-efficacy, dehumanization, emotional exhaustion, and organizational citizenship behavior. The findings of this research demonstrate the relevance of person-centered work systems and the fully functioning person for the achievement of both health- and work-related well-being, as well as additional important outcomes for the person at work.

Table of Contents

Table of Contents


Chapter 1. Theoretical Framework

Chapter 2. Methodology

Chapter 3. Results

Chapter 4. Discussion

Chapter 5. Conclusions


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Keywords: Person-centered approach, high-performance work systems, fully functioning person, well-being, creative performance, organizational citizenship behavior.

Audience: Institutions and associations which might find the book useful: Humanistic Management Network, Association for the Development of the Person Centered Approach, Critical Management Organization, Society for Human Resource Management, American Human Resources Development Association, Association for Talent Development, “Asociación Mexicana en Dirección de Recursos Humanos”, Association for Human Resources Management in International Organizations, HR Policy Association, Federation of International Employers, the International Labour Office.
Practitioners of human resources management in strategic positions such as: Human Resources (HR) Leaders, HR Managers, HR Directors, HR VPs, HR Specialists, HR Business Partners. Consultants in the areas of human resources management, organization development, organizational change, human potential development in organizations, and other related areas. Practitioners in the public policy arena specifically in areas of work relations policy. Academics in the areas of human resources management, organizational behavior, organizational development, organizational change, humanistic psychology, humanistic management.

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