The Impact Of Flexible Human Resource Management On Employee Workplace Well-being

The ever-changing competitive environment and the increasingly diverse employee needs are impacting the traditional organizational form and management mode.How to realize the efficient response of the organization has gradually attracted the widespread attention in practice and theory.Flexible human resource management emphasizes flexible design and rapid response,and focuses on the effective acquisition and optimal deployment of organizational human resources.It has become an effective way to improve organizational adaptability and resilience.Flexible office and flexible working system play a key role in helping enterprises break through management dilemmas.Employees are an important part of the organization,and the practice of human resource management in the organization should develop their knowledge,skills and motivation to support the strategic objectives of the organization.Therefore,it is of great significance to explore the positive impact of flexible human resource management on employees.With the improvement of living standards,the satisfaction of spiritual needs has gradually become an important aspect of people’s concern.Employees pay more and more attention to the positive psychological experience brought by work.Enhancing employee workplace wellbeing has become an important source of competitive advantage for organizations.Considering that human resource management should not only focus on the achievement of organizational performance goals,but also take into account employees’ personal happiness experience,this study discusses the impact of flexible human resource management on employee workplace well-being.Therefore,to further clarify the mechanism,this study introduces basic psychological needs satisfaction as the mediating variable based on self-determination theory to explore the impact of flexible human resource management on employee workplace wellbeing by satisfying their three basic psychological needs:autonomy,competence,and relationship needs.In addition,this paper pays attention to both the practical content and implementation process of human resource management,uses the strength of human resource management as the moderating variable to further explore the boundary condition for flexible human resource management to play its role.This study uses literature research and questionnaire survey to verify the model.By using SPSS 27.0 and Mplus 7.0 data analysis software to statistically analyze paired survey data of managers and employees from Beijing,Shanghai,Shandong,Zhejiang,Guangdong,Fujian and other places,we draw the conclusions as follow:(1)Flexible human resource management positively affects employee workplace well-being.(2)The satisfaction of the needs for autonomy,competence and relatedness all play the mediating role in the relationship between flexible human resource management and employee workplace well-being.(3)The strength of human resource management can positively moderate the relationship between flexible human resource management and the satisfaction of relationship need.The higher the strength of human resource management,the stronger the direct effect of flexible human resource management on the relationship need satisfaction.This study has important theoretical and practical implications.Theoretically,first,by exploring the effect of flexible human resource management on employee workplace wellbeing,this study focuses on the outcome of the effect at the individual level,and enriches the research on outcome variables of flexible human resource management.Second,based on the self-determination theory,this study takes the satisfaction of three basic psychological needs as the mediating variables,providing a new theoretical perspective for the research on the mechanism of flexible human resource management.Finally,the introduction of the strength of human resource management as the moderator reveals the boundary conditions that affect the flexible human resource management.In practice,first,organizations should accelerate the construction of flexible human resource management system through resource acquisition and optimal allocation.Second,organizations and managers are encouraged to jointly meet employees’ autonomy,competence and relatedness needs from various aspects.Third,organizations and managers need to focus on both the practice content and implementation process of human resource management to maximize its utility.