Abstract
Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.
Highlights
IntroductionThe research carried out in recent decades on sustainable development has mainly focused on the economic and environmental dimensions, leaving aside the social one [1,2].The social dimension focuses on well-being and on the development and maintenance of pleasant working and living spaces by understanding the material, social and emotional needs of individuals [3,4,5], beyond economic interest [6].changes in the working and social environment (such as flexibility, digitalisation or increasing inequality) that threaten the well-being of people in general, and employees in particular [7], raise the need to generate working environments in which adequate levels of well-being can be achieved
The research carried out in recent decades on sustainable development has mainly focused on the economic and environmental dimensions, leaving aside the social one [1,2].The social dimension focuses on well-being and on the development and maintenance of pleasant working and living spaces by understanding the material, social and emotional needs of individuals [3,4,5], beyond economic interest [6].changes in the working and social environment that threaten the well-being of people in general, and employees in particular [7], raise the need to generate working environments in which adequate levels of well-being can be achieved
Thereby and observing the importance of teacher well-being for educational improvement as a key variable [17,18], this paper presents a model that addresses the effect of leadership and human resource management (HRM)
Summary
The research carried out in recent decades on sustainable development has mainly focused on the economic and environmental dimensions, leaving aside the social one [1,2].The social dimension focuses on well-being and on the development and maintenance of pleasant working and living spaces by understanding the material, social and emotional needs of individuals [3,4,5], beyond economic interest [6].changes in the working and social environment (such as flexibility, digitalisation or increasing inequality) that threaten the well-being of people in general, and employees in particular [7], raise the need to generate working environments in which adequate levels of well-being can be achieved. The research carried out in recent decades on sustainable development has mainly focused on the economic and environmental dimensions, leaving aside the social one [1,2]. The social dimension focuses on well-being and on the development and maintenance of pleasant working and living spaces by understanding the material, social and emotional needs of individuals [3,4,5], beyond economic interest [6]. When considering the well-being of employees as a goal and a responsibility of companies [8]. In this respect, the literature underscores the role of human resource management (HRM) in promoting employee well-being through practices that enhance employee satisfaction, engagement and reduce stress in work environments [9,10]. Research holds that happy and satisfied employees are more willing to work hard to achieve organisational goals than those who are dissatisfied or unhappy [11]
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