Unleashing the black-box between high-performance work systems and employee flourishing-at-work: an integrative review

Abstract

Purpose This study aims to unravel the black-box mechanism between high-performance work systems (HPWS) and the multifaceted well-being construct, flourishing-at-work (FAW). Moreover, this paper aims to bring in a positive psychological mechanism that can reduce the potential negative impact of HPWS on FAW. Design/methodology/approach A synthesis analysis of existing literature was carried out to formulate managerial and practical propositions. Findings Drawing upon the theoretical foundations of social exchange theory, conservation of resource theory, signalling theory and resource-based view (RBV), this study proposes a conceptual framework that connects HPWS, psychological capital (PsyCap), employee work passion (EWP), organisational trust (OT) and flourishing-at-work (FAW) with the possible moderating effect of OT in the relationship between HPWS and PsyCap. Practical implications Although the proposed conceptual framework is not empirically validated, the study provides several significant practical implications in terms of the integrated framework consisting of HPWS, PsyCap, OT, EWP and FAW. Originality/value This study represents a pioneering contribution by proposing an indirect relationship between HPWS and FAW. Moreover, none of the studies so far have unleashed the black-box mechanism between HPWS and FAW. The study provides a set of propositions that explain the relationships between the study variables, which enrich the understanding of strategic human resource management practices and their potential effects on employee well-being.