How do human resource management practices affect employee well-being? A moderated mediation model

Abstract

Purpose – The study examines how human resource management practices (HRMPs) – including ability practice, motivation practice, and opportunity practice – affect employee well-being (EWB) – including life well-being, job well-being, and psychological well-being – in the Chinese cultural context. Design/methodology/approach – A sample of 529 employees from various industries in China participated in the survey for this study. Data were analyzed using structural equation modeling. Findings – The findings indicate that HRMPs have a significant positive effect on EWB. Specifically, practices based on ability, motivation, and opportunity have a significant positive effect on job well-being, life well-being, and psychological well-being respectively. Integrity leadership moderates the impact of HRMPs on EWB. Organizational justice has a partial mediating effect on the relationship between HRMPs and EWB. Integrity leadership moderates the mediation effect of organizational justice in the relationship between HRMPs and EWB. Practical implications –Human resource policies and practices need to create a fair organizational atmosphere, and managers implementing them must have integrity leadership. When selecting and promoting managers, organizations should not only pay attention to a candidate’s ability, but also his or her integrity. Originality/value – This study uncovers how the important roles of organizational justice and integrity leadership act on the relationship between HRMPs and EWB, thus advancing our understanding of how HRMPs can effectively increase EWB.