Linking Sustainable HRM to Employee Well-Being: Insights from the AMO Framework and the Mediating Influence of Perceived Organizational Support

Aaliya Ashraf; Sushant Gupta; Ulfat Andrabi; Nancy Sahni; Ramona Birau; Virgil Popescu; Ștefan  Mărgăritescu; Gabriela Ana Maria Lupu (Filip); Roxana-Mihaela Nioata (Chireac)

doi:10.32479/irmm.22525

Authors

Aaliya Ashraf University School of Business, Chandigarh University, India,
Sushant Gupta Mittal School of Business, Lovely Professional University, India,
Ulfat Andrabi Mittal School of Business, Lovely Professional University, India,
Nancy Sahni Mittal School of Business, Lovely Professional University, India,
Ramona Birau University of Craiova, "Eugeniu Carada" Doctoral School of Economic Sciences, Craiova, Romania,
Virgil Popescu University of Craiova, Faculty of Economics and Business Administration, Craiova, Romania,
Ștefan Mărgăritescu University of Craiova, "Eugeniu Carada" Doctoral School of Economic Sciences, Craiova, Romania.
Gabriela Ana Maria Lupu (Filip) University of Craiova, "Eugeniu Carada" Doctoral School of Economic Sciences, Craiova, Romania.
Roxana-Mihaela Nioata (Chireac) University of Craiova, "Eugeniu Carada" Doctoral School of Economic Sciences, Craiova, Romania.

DOI:

https://doi.org/10.32479/irmm.22525

Keywords:

Sustainable HRM, AMO Framework, Employee Well-Being, Perceived Organizational Support, Mediation, Healthcare Sector, Sustainable Work Practices

Abstract

This study uses the Ability–Motivation–Opportunity (AMO) framework to analyze the relationship between Sustainable HRM and employee well-being, using Perceived Organizational Support (POS) as a mediating mechanism. The study examines how ability-, motivation-, and opportunity-enhancing HR practices affect employees' perceptions of support and general well-being in the healthcare industry in Punjab, India. The results of the study, which used quantitative data gathered from healthcare workers, show that Sustainable HRM has a positive direct and indirect impact on employee well-being through POS. The findings highlight how crucial supportive organizational settings are to converting sustainable HR practices into significant psychological effects. This study adds to the body of knowledge in HRM by demonstrating the significance of people-centric HR strategies in healthcare settings and validating POS as a major explanatory pathway within the AMO-based sustainability framework. In order to support employee well-being and enhance organizational sustainability, the implications push practitioners and policymakers to embrace sustainable HRM practices.