AMO-Enhancing HRMPs and Employee Well-Being Dimensions: A Three-Level Meta-Analysis

Human resource management practices (HRMPs) have inconsistent impacts on employee well-being. However, prior research has not reached compelling conclusions due to variations in research designs (e.g., samples from various countries, different operationalizations of well-being and HRMPs). To address this research gap, we conducted a three-level meta-analysis to explore the relationships between HRMPs and employee well-being based on conservation of resources theory and the ability–motivation–opportunity model. HRMPs were categorized into AMO-enhancing sub-bundles, and employee well-being was classified into psychological, health, and social well-being. Using data from 69 studies (N = 343,473), our findings revealed that ability-enhancing HRMPs have the strongest association with health well-being, motivation-enhancing HRMPs with psychological well-being, and opportunity-enhancing HRMPs with social well-being. These HRMPs–employee well-being relationships vary by national culture, such as individualism and performance orientation.