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How Does Digital Human Resource Management Foster a Sense of Relaxation Among Generation Z Employees?
Hongyuan Zhang1,2, Xin Hou2, Shuming Zhao3
1Institute of Marine Economics, Jiangsu Ocean University, Lianyungang 222005, China.
Behavioral Sciences (Basel, Switzerland)
|May 27, 2026
Summary
Digital human resource management (HRM) boosts Generation Z employees' relaxation by fostering autonomy. Digital self-efficacy further enhances this effect, improving employee well-being in the digital economy.
Area of Science:
- Organizational Psychology
- Digital Human Resource Management
- Employee Well-being
Background:
- The digital economy necessitates new HRM strategies.
- Generation Z prioritizes work-life balance, posing unique managerial challenges.
- Conservation of Resources (COR) theory provides a framework for understanding employee well-being.
Purpose of the Study:
- To examine the influence of digital HRM on Generation Z employee relaxation.
- To test a moderated mediation model involving work autonomy and digital self-efficacy.
- To develop and validate a measurement scale for employee relaxation.
Main Methods:
- Survey data collected from 364 Generation Z employees.
- Development and validation of a four-dimensional employee relaxation scale.
- Statistical analysis using a moderated mediation model.
Main Results:
- Digital HRM significantly enhances employee relaxation.
- Work autonomy partially mediates the relationship between digital HRM and relaxation.
- Digital self-efficacy positively moderates the digital HRM-autonomy-relaxation pathway.
Conclusions:
- Digital HRM practices can improve Generation Z employee relaxation and well-being.
- Work autonomy and digital self-efficacy are key factors in this relationship.
- Organizations can leverage digital HRM to better support their Generation Z workforce.
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