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

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.