Personality-driven variability in HRM perceptions: pathways to explaining well-being outcomes?

Purpose This study aims to investigate the variability of human resource management practice (HRMP) perceptions among employees by exploring the role of personality traits as an explanatory factor and how these perceptions are associated with affective well-being. While the literature increasingly recognises the variability in employees’ perceptions of HRMP, few studies have explored individual antecedents of these perceptions. Design/methodology/approach Drawing on Cognitive Appraisal Theory (CAT), this study uses data collected in 2024 via a cross-sectional online survey of 114 nurses in the Spanish public health-care system (Servicio Andaluz de Salud). The research uses hierarchical regression and mediation modelling (Hayes Process Model 4) to test the proposed relationships. Findings “Conscientiousness” emerges as a significant predictor of HRMP perceptions (p = 0.028), which are positively related to both negative and positive affective dimensions of well-being (p 0.002). Conversely, other personality traits did not show significant effects on HRMP perceptions, suggesting that performance-oriented HRMP are differentially aligned with specific trait-based appraisals. The results reinforce the need for employee-centered human resource management research that accounts for individual and contextual differences. Originality/value This study focuses on the perceptual process by opening the “back-end” black box and empirically testing personality traits as antecedents of HRMP perceptions within the highly institutionalised Spanish public health-care sector. By identifying “conscientiousness” as a significant factor in a sector characterised by rigid protocols, the research challenges trait-agnostic models and underscores the critical role of individual appraisal mechanisms in determining well-being within regulated public systems.