The Effects of Wellbeing-Oriented Human Resource Management Practices on Employee Service Recovery Performance and Service Sabotage in the Context of the Vietnamese Hospitality Industry

The study examines the relationship between wellbeing-oriented human resource management practices and service recovery performance and service sabotage. It found that work meaningfulness and thriving at work act as mediators, while employee resilience and narcissism act as moderators. The results confirm significant direct effects of well-being-oriented human resource management practices on employee outcomes, with moderating influences from individual factors. However, some hypotheses were found to be non-significant, suggesting potentially weaker or more complex effects.