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ABSTRACT While commitment‐eliciting HR practices (CEHR) are known to enhance employee well‐being, control‐oriented HR practices (COHR) remain underexplored. This study investigates the joint effects of CEHR and COHR on employee well‐being through the lens of self‐determination theory. We propose that basic psychological need satisfaction mediates the positive effects of both HR systems. Additionally, we examine COHR as a moderator of the CEHR–need satisfaction relationship and individual power distance orientation as a moderator of the COHR–need satisfaction link. Using a three‐wave survey of 424 academic staff and PLS path modelling. We test a mediated moderation model in which basic psychological need satisfaction mediates the effects of both HR systems on well‐being, while COHR and individual power distance orientation serve as moderators. We recommend that practitioners in China adopt a hybrid HRM approach—blending commitment with clear, fair control—to foster a need‐supportive environment. This study advances HRM literature by identifying the cultural boundary conditions under which structured guidance enhances well‐being in transitional economies.
Liu et al. (Wed,) studied this question.