心理学
人力资源管理
调解
实证研究
劳动力
社会心理学
人力资源
幸福
知识管理
管理
社会学
计算机科学
社会科学
哲学
认识论
经济
经济增长
心理治疗师
作者
Fuqiang Zhao,Hanqiu Zhu,Yun Chen
标识
DOI:10.1177/00332941231225762
摘要
Researchers and practitioners have largely recognized the importance of human resource management in addressing the growing trend of workforce diversity to improve employee well-being. However, empirical research on inclusive human resource management (IHRM) remains scarce. Drawing on the conservation of resources theory and the person-environment fit framework, the current study constructs a moderated dual-mediation model to explore how IHRM influences employee well-being through ambidextrous fit (i.e., supplementary fit and complementary fit) and further examine the moderating role of affective leadership. Using three-wave data from 382 employees through the questionnaire survey, the empirical findings indicate that IHRM positively affects employee well-being and that this linkage is mediated by supplementary fit and complementary fit. In addition, we find that affective leadership strengthens the positive influences of IHRM on employee well-being, supplementary fit, and complementary fit as well as the indirect effect of IHRM on employee well-being through ambidextrous fit. We discuss some theoretical and practical implications of our findings and provide research directions.
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