The Relationship between HR Practices and Well-being and the Mediating Role of Work-life Balance: A Study Among Academicians in A Private University

Abstract

Purpose – This study looks at how academicians' well-being is affected by HR strategies based on ability, motivation, and opportunity in a private institution in Malaysia. The study also intends to fill a research gap among academic professionals by determining if work-life balance acts as a mitigating element in the connection. Research Design – This study executed a quantitative approach to cross-sectional analysis of the variables. Data were collected through a survey targeting university professors, and of the ninety responses received, seventy were utilized for analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate the direct and indirect relationships between the variables in the study. Findings – Results indicate that academic well-being is greatly enhanced by HR policies that foster both ability and motivation, with work-life balance acting as a mediating factor in these connections. However, there was no discernible effect of opportunity-enhancing activities on well-being or work-life balance. This implies that autonomy and participatory roles could be viewed as stressful rather than empowering if they are not handled well. Limitations – The investigation was conducted within a single private university with a modest sample size, which may affect the generalizability of the study. The reliance on self-reported data raises the possibility of common method bias. Future research should explore these relationships across multiple institutions using longitudinal or mixed-method approaches. Practical Implications – Universities should invest in structured training, reward, and performance feedback systems that strengthen ability and motivation. The management must also be cautious in implementing opportunities to enhance practices, ensuring they do not unintentionally add a burden to the academician. Originality/value – This work further develops the empirical literature on academic well-being by utilizing the AMO framework in the context of higher education in Malaysia. It provides tangible and demonstrable evidence affirming the connection between human resource practices and well-being, specifically emphasizing the role of work-life balance in the interplay between human resource strategies and academic well-being.