This research addresses employee friendliness (EF) of organizations. It is examined with an online cross-sectional survey study whether among employees (n = 160) indicators of the domains of...Show moreThis research addresses employee friendliness (EF) of organizations. It is examined with an online cross-sectional survey study whether among employees (n = 160) indicators of the domains of organizational employee friendliness (i.e., EF-jobs, EF-leadership, EF-policies, EF-work climate) relate to respect and occupational self-efficacy as determinants of work well-being and work performance. A first hierarchical regression analysis showed that a safe and healthy work climate, as an indicator of EF-work climate, related directly and positively to occupational self-efficacy. Furthermore, it was found with bootstrap mediation regression analysis that a safe and healthy work climate (EF-work climate) relates indirectly and positively to work well-being and work performance via occupational self-efficacy as a mediator. A second hierarchical regression analysis showed that a moral, safe, and healthy climate (EF-work climate), work-family support (EF-work policies), and transformational and authentic leadership behaviors (EF-supervision), related directly and positively to respect. Hereafter, bootstrap mediation regression analysis showed that these indicators of domains of organizational employee friendliness related indirectly and positively to work well-being and work performance via respect as a mediator. Theoretical and practical implications, strengths and limitations, and suggestions for further research, are discussed.Show less
