HRM reforms and job-related well-being: the mediating effect of work intensification and affective commitment and the moderating effect of perceived organizational justice

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.