How and When Well-being-oriented HRM Influences Employee Insomnia after COVID-19 Outbreak

作者：Juan Wang, Junjiang Li, Zhe Zhang, Yaxin Song · 发表于：Academy of Management Proceedings · 年份：2023 · DOI：10.5465/amproc.2023.16961abstract · 研究领域：Work-Family Balance Challenges、Job Satisfaction and Organizational Behavior、COVID-19 Pandemic Impacts

Although existing studies show that well-being-oriented human resource management (well-being-oriented HRM) practices positively influence employee performance at work domain, it remains unclear whether and how well-being-oriented HRM practices influence employee insomnia. Drawing on the conservation of resources theory, we explore whether, how and when well-being-oriented HRM practices reduce employee insomnia. Using multi-phase data from 259 employees, we find that well-being-oriented HRM practices reduce employee insomnia. Well-being-oriented HRM reduce employee insomnia by increasing their positive rumination and reducing their negative rumination. Furthermore, respectful leadership strengthens the positive relationship between well-being-oriented HRM and employee positive rumination, whereas reinforce the negative relationship between well-being-oriented HRM and employee negative rumination. We also find that respectful leadership influences the indirect effect of well-being- oriented HRM on employee insomnia via their negative rumination. Our study contributes to understanding the impacts of well-being-oriented HRM practices on employee insomnia at the non-work domain, especially after the COVID-19 outbreak.