Person-Centered Work Systems and the Performance and Well-Being of Employees: The Mediating Role of the Fully Functioning Self (Management Science -- Theory and Applications Series)

The present research combines the areas of human resources management and humanistic psychology in order to propose a model of person-centered work systems that facilitate the emergence of the fully functioning person at work. The research questions of the study were as follows: i) What human resources practices constitute a person-centered work system? ii) What is the potential influence of person-centered work systems on the emergence of the fully functioning person? The study was developed in the context of knowledge workers in Mexican organizations. Utilizing a mixed methods approach, mainly through the use of interviews, evaluator component matching, and structural equation modelling, a model of person-centered work systems and the fully functioning person was developed. Moreover, a nomological validity test of the measures developed showed a full mediation effect of the fully functioning person on employees creative performance and a partial mediation effect between person-centered work systems and the employee outcomes of job satisfaction, affective commitment, diminished self-efficacy, dehumanization, emotional exhaustion, and organizational citizenship behavior. The findings of this research demonstrate the relevance of person-centered work systems and the fully functioning person for the achievement of both health- and work-related well-being, as well as additional important outcomes for the person at work.