| Abstract [eng] |
Aim of the study - To evaluate the relationship between Human Resource Development practices and employee wellbeing taking into account the moderating role of digital leadership competencies and the mediating role of remote work conditions. This study examined the interrelationships among human resource development (HRD) practices, remote work conditions, digital leadership competencies, and employee wellbeing. Through a targeted survey, it was identified that human resource development practices have a positive and statistically significant effect on employee wellbeing. Furthermore, it was identified that the level of human resource development practices increases, employee wellbeing also increases. In contrast, human resource development practices did not have a statistically significant effect on remote work conditions. Additionally, it was revealed that remote work conditions have a strong, positive, and statistically significant effect on employee wellbeing. Also, the study found that digital leadership competencies did not moderate the relationship between remote work conditions and employee wellbeing. However, digital leadership competencies were found to significantly moderate the relationship between human resource development practices and employee wellbeing. Lastly, mediation analysis showed that remote work conditions do not mediate the relationship between human resource development practices and employee wellbeing, as the indirect effect was statistically insignificant. |
