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<p>This study utilizes self-consistency theory to investigate the relationships between wellbeing-oriented human resource management and innovative work behavior and service-oriented organizational citizenship behavior. The mediating role of organizational-based self-esteem is also examined. The data were collected from the hospitality sector in Dubai, UAE. The findings from the Middle Eastern context indicate that wellbeing-oriented human resource management has a strong and meaningful impact on employees’ innovative work behavior and service-oriented organizational citizenship behavior. In addition, the findings indicate that organizational-based self-esteem does not act as a mediator in the connection between wellbeing-oriented human resource management and employees’ innovative work behavior. Nevertheless, the role of organizational-based self-esteem in mediating the relationship between wellbeing-oriented human resource management and service-oriented organizational citizenship behavior is of great importance, as it emphasizes the enhancement of service-oriented behaviors through HR practices that prioritize employee wellbeing.</p>

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Investigating the transformation of workplaces through wellbeing oriented HRM, self esteem and innovative behavior

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年6月16日

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  • Saad Darwish,
  • Gul Afshan,
  • Umair Ahmed,
  • Sohel M. Imroz,
  • Nadeem Khalid

摘要

This study utilizes self-consistency theory to investigate the relationships between wellbeing-oriented human resource management and innovative work behavior and service-oriented organizational citizenship behavior. The mediating role of organizational-based self-esteem is also examined. The data were collected from the hospitality sector in Dubai, UAE. The findings from the Middle Eastern context indicate that wellbeing-oriented human resource management has a strong and meaningful impact on employees’ innovative work behavior and service-oriented organizational citizenship behavior. In addition, the findings indicate that organizational-based self-esteem does not act as a mediator in the connection between wellbeing-oriented human resource management and employees’ innovative work behavior. Nevertheless, the role of organizational-based self-esteem in mediating the relationship between wellbeing-oriented human resource management and service-oriented organizational citizenship behavior is of great importance, as it emphasizes the enhancement of service-oriented behaviors through HR practices that prioritize employee wellbeing.