How and When Inclusive Human Resource Management Promotes Employee Well-Being: The Roles of Ambidextrous Fit and...

Area of Science:

• Organizational Behavior
• Human Resource Management
• Psychology

Background:

• Workforce diversity is increasing, highlighting the need for effective human resource management (HRM) strategies.
• Employee well-being is a critical outcome influenced by workplace practices.
• Empirical research on inclusive human resource management (IHRM) is limited, despite its recognized importance.

Purpose of the Study:

• To investigate the impact of IHRM on employee well-being.
• To examine the mediating roles of supplementary and complementary fit in the IHRM-well-being relationship.
• To explore the moderating effect of affective leadership on these relationships.

Main Methods:

• A moderated dual-mediation model was developed based on conservation of resources theory and person-environment fit.
• Three-wave questionnaire survey data were collected from 382 employees.
• Statistical analysis was employed to test the proposed model and hypotheses.

Main Results:

• IHRM was found to positively influence employee well-being.
• Supplementary fit and complementary fit mediated the relationship between IHRM and employee well-being.
• Affective leadership significantly strengthened the positive effects of IHRM on well-being and fit, as well as the indirect effects through fit.

Conclusions:

• IHRM is a significant driver of employee well-being, operating through enhanced person-environment fit.
• Affective leadership plays a crucial role in maximizing the benefits of IHRM.
• Findings offer theoretical insights and practical recommendations for fostering inclusive workplaces.