ABSTRACT
This chapter examines the extent to which different sets of HR investments in employability impact employee performance and well-being. Most of the findings indicate that HR investments enhance both well-being and performance; performance was usually boosted through the construct of well-being (indirect effect). This corroborates the mutual gains perspective according to which both employer and employee benefit from HR investments. However, the study also shows that HR investments in workers’ employability can have trade-off effects as well, meaning that either performance or well-being was non-significantly or even negatively affected. Overall, the study shows a mutual gains dominance, but also suggests that mutual gains effects should not be overestimated.
