HRM reforms and job-related well-being: the mediating effect of work intensification and affective commitment and the moderating effect of perceived organizational justice
Human Resource Management International Digest
ISSN: 0967-0734
Article publication date: 9 June 2020
Issue publication date: 27 July 2020
Abstract
Purpose
The purpose of this study is to examine how HRM influences the well-being of academics.
Design/methodology/approach
Data is gathered from the responses of 638 academics employed in 25 Chinese universities to a questionnaire survey. This data is analyzed using structure equation modeling.
Findings
The relationship between HRM and well-being is not a direct one and is mediated by affective commitment and work intensification. Organizational justice is shown to have a moderating effect when control-oriented systems are in place.
Practical implications
Therefore, managers in control-oriented systems should employ organizational justice to lessen negative effects on well-being and commitment- oriented HRM practices should be introduced to create a “win-win” situation.
Originality/value
This paper has an original approach in examining the impact of HRM on well-being in the context of Chinese universities.
Keywords
Citation
(2020), "HRM reforms and job-related well-being: the mediating effect of work intensification and affective commitment and the moderating effect of perceived organizational justice", Human Resource Management International Digest, Vol. 28 No. 6, pp. 45-47. https://doi.org/10.1108/HRMID-05-2020-0122
Publisher
:Emerald Publishing Limited
Copyright © 2020, Emerald Publishing Limited