ABSTRACT This study examines the inconsistent link between HR practices and employee well‐being through the lens of the ability–motivation–opportunity (AMO) framework, focusing on how AMO‐enhancing practices influence civil servants' job satisfaction directly and indirectly via work–life support. Using a nonexperimental survey design and purposive sampling, data were collected from 326 civil servants in Indonesian government bureaucracies and analyzed with covariance‐based structural equation modeling (CB‐SEM). The findings show that all three HR practices significantly enhance job satisfaction, with work–life support serving as a mediating mechanism. This suggests that civil servants' satisfaction is shaped not only by HR practices themselves but also by organizational support for balancing professional and personal responsibilities in bureaucratic contexts.
Yuniawan et al. (Sun,) studied this question.