Researchers and practitioners have largely recognized the importance of human resource management in addressing the growing trend of workforce diversity to improve employee well-being. However, empirical research on inclusive human resource management (IHRM) remains scarce. Drawing on the conservation of resources theory and the person-environment fit framework, the current study constructs a moderated dual-mediation model to explore how IHRM influences employee well-being through ambidextrous fit (i.e., supplementary fit and complementary fit) and further examine the moderating role of affective leadership. Using three-wave data from 382 employees through the questionnaire survey, the empirical findings indicate that IHRM positively affects employee well-being and that this linkage is mediated by supplementary fit and complementary fit. In addition, we find that affective leadership strengthens the positive influences of IHRM on employee well-being, supplementary fit, and complementary fit as well as the indirect effect of IHRM on employee well-being through ambidextrous fit. We discuss some theoretical and practical implications of our findings and provide research directions.
Keywords: Inclusive human resource management; affective leadership; conservation of resources theory; employee well-being; person-environment fit.