ABSTRACT
Context:
over the last decades, positive psychology has brought up the need for research on positive emotions and attitudes, such as organizational virtues and well-being at work. Moreover, there is evidence that virtues may influence the perception about human resource management practices, constituting a driver of well-being in work context. However, literature signalizes the gap regarding research models covering the relation between these three variables.
Objective:
this study aimed to evaluate the relation between organizational virtues and well-being at work, mediated by the perception of HRM practices.
Methodology:
the research is classified as quantitative, carried out through a survey, with 286 participants, using structural equation modeling through the JASP software.
Results:
results confirmed the partial mediation played by HRM practices in the proposed model, bringing a theoretical contribution by joining the three variables into a single model, with psychometric evidence of the strong prediction of organizational virtues on HRM practices and well-being at work.
Conclusion:
as a managerial implication, our findings compose a diagnosis that shed light on the relevance for managers in organizations to prioritize organizational virtues and HRM practices in order to enhance healthier work environments.
Keywords:
organizational virtues; human resource management practices; well-being at work; mediation model; positive psychology
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