Impact of Sustainable HRM Practices on Employee Well-being in Health Organizations
The Mediating Role of Perceived Organizational Support
Bibliographic Data
| ID | 15329153 |
|---|---|
| Authors | Ming Kai Lu (Asia University, corresponding author), M Moslehpour (0000-0001-8808-2407, Department of Business Administration, Asia University, Taiwan. Department of Management, California State University, San Bernardino, Taiwan), Pei-Kuan Lin (0000-0003-3219-1668, National Taichung University of Science and Technology), Tzu-Wen Chen (0000-0002-6490-7993, Department of Industrial Education and Technology University: National Changhua University of Education, Taiwan) |
| Year | 2025 |
| Volume | 49 |
| Issue | 2 |
| Pages | 78-92 |
| Publication date | 2025-04-30 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | American Journal of Health Behavior (JOURNAL) |
| Journal identifiers | ISSN: 1087-3244 • E-ISSN: 1945-7359 |
| Publisher | PNG Publications (PUBLISHER • US) |
| DOI | 10.5993/ajhb.49.2.8 |
| OpenAlex | W4410406182 |
| Language | EN |
| Citations received | 1 |
| References cited | 41 |
Background: In Indonesia, there is a lack of sustainable HRM practices due to which healthcare workforce experiences hurdles in performing their work effectively. The sustainability of HRM practices depends upon perceived organizational support (POS), which is also eroded by factors like lack of managerial support and erratic policies, undermining the effectiveness of HR initiatives. Objective: The present study scrutinizes the effectiveness of sustainable HRM practices in augmenting employee well-being, with perceived organizational support serving as an intermediary pathway. It examines explicitly whether perceived organizational support operates as a catalytic mechanism to increase the effectiveness of sustainable HR interventions in the context of employee well-being. Methods: The study adopted a quantitative, survey-based approach to collect data from Indonesian healthcare organizations. Since the study analyzes the relationship from the employee perspective, a sample size of 400 employees was drawn comprising clinical, administrative, and support staff from different levels. For data analysis, the study employed PLS-SEM modeling to analyze direct and mediating effects. Results: Findings echo that sustainable HRM practices such as adaptive work structures, health and well-being initiatives, and supportive leadership principles significantly improve employee well-being. However, given the positive and significant mediation effect, it is evident that the effects are amplified when the POS path is prioritized. Therefore, perceived organizational support is a pivotal intermediary path, facilitating organizations to successfully translate human resource practices into tangible improvements in employee well-being outcomes. Conclusion: Results highlight that improving perceived organizational support within Indonesian healthcare organizations can subdue employee stress, enhance their satisfaction level, and improve their overall well-being through sustainable HRM practices, ultimately leading to better patient care quality. With these findings, the study advances knowledge of HRM-driven well-being frameworks and offers practical solutions to infuse HRM-POS strategies into healthcare management
Business · Employee research · Knowledge management · Organizational commitment · Perceived organizational support · Political science · Public relations · Computer Science · Employee Performance and Management · Job Satisfaction and Organizational Behavior · Organizational and Employee Performance · Psychology · Social Psychology
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| Unique citing works | 1 |
|---|---|
| Citations per year | 1 |
| Citation span | 2026 - 2026 (1) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 1 |