Abstract:

Current literature offers a large number of studies exploring the link between human resources practices and their influence on organizational outcome. Even though individual and organizational (financial) performance is commonly in the centre of managers attention, new approaches to HRM are on the rise. With a changing understanding of effective HRM, there is also a different perspective on the importance of stakeholders. Especially, implementing HRM practices that have a positive link with wellbeing of employees is a significant step in this multi-stakeholder approach. Although wellbeing is a popular keyword in literature in modern human resources management, evaluation of wellbeing usually differs. In this study, five-dimensional approach to wellbeing evaluation is identified and the results are used to find a difference between the managers and employees’ perception of wellbeing in the workplace.